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Chapter 2

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School
Department
Business
Course
BUSI 2312U
Professor
Krasman
Semester
Winter

Description
Chapter 2 Job analysis and design -knowledge about jobs and their requirements must be collected through job analysis *job analysis –is the systematic study of a job to dicover its specification, skill requirement, and so on, for wage-setting, recruitment, training or job simplification -without job analysis information, HR specialist will find it difficult to evaluate how environmental challenges or specific job requirements affect employees quality of work. Job analysis has three phases: preparations, collection of job information, and use of job information for improving organizational effectiveness. Job analysis questionnaire-is a check list that seek to collect information about jobs in a uniform manner They are important when collecting info from human sources Most standardized questionairs attempt to measure the following items. Status and identification- statsu refers to whether the job is exempt from overtime laws. Other identification information include job title job title division and title of supervisor, and sometimes a unique job identification number Duties and responsibilities-a job analysis explains the purpose of the job, accomplishes and how the job is performed, where the summary is a quick overview, the specific duties and responsibilities are listed to give more detailed insight into the position. Responsibity question are expanded when refereeing to management jobs. Human characteristics and working condition- analysts need to uncover the particular skills, abilities, training, education, experience, and other characteristics that jobholders need. Working conditions may explain the need for particular skills training, knowledge, or even a particular job design. Performance standard- it also seeks information about standards whch are used to evaluate performance. So ppl can see what level they have to be working at to be a good or bad worker. Functional job analysis- classifies tasks using three functional scales related to data, people, and things. Functional scales ranks behaviours according to complexity. Lowest level is taking order highest is monitoring others. The job analyst indicates the level at which the employee is operating for each of the three categories These are different types of standardized job analysis step 6 choice of method for data collection you can use interview focus groups questionaires employee logs, observations or some combination of these techniques . interviews-approach to collecting job and performance related information by face to face meeting with jobholder, typically using a standardized questionnaire. The process is slow and expensive it allows the interview to explain unclear questions and probe into uncertain answers. Focus groups- a face to face meeting with five to seven knowledgeable experts on a job and a facilitator to collect job and performance related information. They are useful cuz it allows ideas to build off on another and to gain consensus on job duties and responsibilities. Mailed questionnaires- fast and less costly option, can be done using email inter mail or Canada post. Can study many jobs at once with little cost. But less accuracy cuz of the ppl might not understand the questions, incomplete response, unreturned questionnaires to vairify employee response. Ex pulse survey. Employee log- approach to collecting job and performance related information by asking the jobholder to summarize tasks, activities, and challenges in a diary format. Workers periodically summarize their takes and activities. They are time consuming and costly. If entries are not frequent then accuracy goes down. Observation – an approach to collecting job and performance related information by direct observation of jobholders by a specialist. It is slow costly and less accurate. Analysis might miss things, or workers might work differently when being watched Combinations-each method has its short comings, so analyst usally use 2 or more techniques. When choosing a method you should consider purpose fit, practical feasibility, cost and reliability of the data collected for making valid decisions. Phase 3 use of job analysis information -info collected of jobs is put into such usable forms as job description, job specification, and job standards, and more recently competency models. These application for job analysis info provide a min human resource info system and data necessary for formulating various HR strategies. CONTENT OF ATYPICAL JOB DESCRIPTION The key parts for a job description is job identity, job summary, job duties, and working conditions. Most also identify the author, the work supervisor and the data on which it was prepared Job identity-key part of a job decription, including job title, location, and status Job codes use number letter or both to provide a quick summary of the job. National occupational classification-an occupational classification created by the federal government using skill level and skill types of jobs. Job summary and duties Following the job identification sec tion, next part of the description is job summary. Summarize the job in a few sentences .what how and why is answered. Then job responsibilities are listed. working conditions-facts about the situation in which the worker act. Include physical environment, hours, hazards, travel, requirements
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