Transcript Human Resource Management

Human Resource
Management
Job Analysis
By
Engr. Attaullah Shah
BSc. Civil ( Gold Medal), MSc. ( Str. Engg),
MBA, MA ( Eco), MSc ( Envir design) , PGD ( Comp Sc)
PhD Scholar ( UET TAXILA)
Project Director Allama Iqbal Open University
E-mail: [email protected]
[email protected]
Website: www.aiou.edu.pk
Telephone/Fax: 051-9250100
Cell: 0333-5729809
Outline
HRM Goal
Definitions
Format of a Job Description
Format of a Task Statement
Job Analysis Process
HRM Goal: Match Person &
Job Person
Job
KSAs
Talents & Interests
Motivation
Tasks & Duties
Rewards
Job Outcomes
Performance
Satisfaction
Need information about person & job
Job analysis focuses on getting job information
(tasks & duties and required qualifications)
Definitions
Task: a unit of work activity performed by
a worker within a limited time period
Duty: several related tasks that are
performed by an individual
Position: the set of all tasks and duties
performed by an individual
Job: a group of identical positions
Definitions (cont’d.)
Job Description: a document that
identifies the tasks and duties
performed on a job
Job Specification: a document that
identifies the qualifications necessary
for successful performance of a job
Job Analysis: the process of collecting
and analyzing information about a job to
write the job description and the job
specification
Format of a Job Description
Restaurant Manager
Job Summary:
Plan, organize, direct, and coordinate the workers and resources of the restaurant for the
efficient, well-prepared, and profitable service of food and beverages.
Tasks and Duties:
1. Work with chefs and other personnel to plan menus that are flavorful and popular
with customers. Work with chefs for efficient provisioning and purchasing of
supplies. Estimate food and beverage costs. Supervise portion control and
quantities of preparation to minimize waste. Perform frequent checks to ensure
consistent high quality of preparation and service.
2. Supervise operation of bar to maximize profitability, minimize legal liability, and
conform to alcoholic beverage regulations.
3. Work with other management personnel to plan marketing, advertising, and any
special restaurant functions.
4. Direct hiring, training, and scheduling of food service personnel.
Combine job
description & job
specification
Common Elements


5. Investigate and resolve complaints concerning food quality and service.
6. Enforce sanitary practices for food handling, general cleanliness, and maintenance
of kitchen and dining areas.

7. Comply with all health and safety regulations.

8. Review and monitor, with bookkeeper or other financial personnel, expenditures
to ensure that they conform to budget limitations. Work to improve performance.
9. Perform other duties as assigned by management.

Job Title
Job Summary
Tasks & Duties
Qualifications
Other information
Qualifications:
1. Bachelor of Science degree in hotel/restaurant management is desirable. A
combination of practical experience and education will be considered as an
alternate.
2. Good organizational skills for dealing with diverse duties and staff.
3. Pleasant, polite manner for dealing with public as well as staff.
Reports to:
Supervises:
Date:
Department:
Division:
Approved:
How much detail?
Format of a Task Statement
First word or phrase (required): Performs
what action? (Present-tense verb)
 Example:
“Supervise …”
Next word or phrase (required): To whom
or what is the action performed?
 Example:
“… operation of Machines …”
Next (optional): Additional information
 Example:
“… to maximize profitability.”
Restaurant Manager
Job Summary:
Plan, organize, direct, and coordinate the workers and resources of the restaurant for the
efficient, well-prepared, and profitable service of food and beverages.
Tasks and Duties:
1. Work with chefs and other personnel to plan menus that are flavorful and popular
with customers. Work with chefs for efficient provisioning and purchasing of
supplies. Estimate food and beverage costs. Supervise portion control and
quantities of preparation to minimize waste. Perform frequent checks to ensure
consistent high quality of preparation and service.
2. Supervise operation of bar to maximize profitability, minimize legal liability, and
conform to alcoholic beverage regulations.
3. Work with other management personnel to plan marketing, advertising, and any
special restaurant functions.
4. Direct hiring, training, and scheduling of food service personnel.
5. Investigate and resolve complaints concerning food quality and service.
6. Enforce sanitary practices for food handling, general cleanliness, and maintenance
of kitchen and dining areas.
7. Comply with all health and safety regulations.
8. Review and monitor, with bookkeeper or other financial personnel, expenditures
to ensure that they conform to budget limitations. Work to improve performance.
9. Perform other duties as assigned by management.
Qualifications:
1. Bachelor of Science degree in hotel/restaurant management is desirable. A
combination of practical experience and education will be considered as an
alternate.
2. Good organizational skills for dealing with diverse duties and staff.
3. Pleasant, polite manner for dealing with public as well as staff.
Reports to:
Supervises:
Date:
Department:
Division:
Approved:
Source (revised from): http://www2.hrnext.com/Article.cfm/Nav/2.4.0.0.6719.0
Job Analysis Process
Source: Fisher, Schoenfeldt, & Shaw (2003), Figure 4.1
Phase 1: Scope of Project
Decide purposes of project
 Job
design
 Recruiting
 Selection
 Performance appraisal
 Training
 Compensation
Decide which jobs to include
Phase 2: Methods
Decide which types of data are needed
 Tasks
& duties
 Qualifications: KSAs & other characteristics
Identify sources of job data
 Job
incumbents: observation, interview,
questionnaire
 Supervisors: interview, questionnaire
 Other sources
Phase 2: Methods (cont’d.)
Select job analysis procedure
 Narrative
 Engineering
approaches (e.g., time &
motion)
 Structured job analysis procedures
Other examples: Critical Incidents Technique
(CIT), Functional Job Analysis (FJA), Position
Analysis Questionnaire (PAQ), Task Inventory
Procedure, Ability Requirements Scales,
Personality-Related Procedures (e.g., PPRF),
& Managerial Procedures (e.g., MPDQ &
PMPQ)
Phase 3: Data Collection &
Analysis
Collect job data
Analyze job data
Report results to organization
Recheck job analysis data periodically
Phase 4: Assessment
Evaluate results against criteria of
benefits, costs, and legality
 Is
the information job-related?
 Is the information reliable & valid?
 Are the job descriptions being used
appropriately?
Individual Work and
Organizational Performance
Q: How exactly does individual work
contribute to organizational
performance?
Or: How do organizational goals
translate into hiring requirements?
The Changing Nature of Work
Various types of jobs:

Traditional

Evolving

Flexible

Idiosyncratic

Team-based

Tele-work( Virtual Organizations)
Three Types of Job Analysis
Job
Requirements
CompetencyBased
Job
Rewards
Focus on
specific tasks
and KSAOs.
Focus on
general
KSAOs.
Looks at
context for a
specific job.
Looks at the
use of KSAOs
across jobs.
Focus on both
intrinsic and
extrinsic
rewards.
Used for
specific jobs.
Why Should Organizations Do
Job Analysis?
1.
Assist with legal compliance
2.
Recruitment
3.
Selection
4.
Performance appraisal
5.
Training & development
6.
Compensation
7.
Employee/Labor relations
How is Job Analysis
Conducted? (1)
1. Sources of job analysis information:
a. Job analyst
b. Job incumbent
c. Supervisor
d. Other “SMEs”
How is Job Analysis
Conducted? (2)
2. General approaches:
a. prior information
b. observation
c. interviews
d. questionnaires
e. diaries/logs
How is Job Analysis
Conducted? (3)
3. Some specific approaches:
A. Functional Job Analysis


B.
Structured Job Analysis Interviews

C.
Uses the Dictionary of Occupational Titles
Breaks jobs down in terms of “data, people, and
things”
One of the best ways to get information on both
tasks and KSAOs
Position Analysis Questionnaire (PAQ)


Worker-oriented
Good for comparing jobs
How is Job Analysis
Conducted? (3 cont.)
D. Management Position Description
Questionnaire (MPDQ)

E.
Task Inventories

F.
A generic approach to analyzing managerial jobs
Very specific analysis of particular jobs
Combination Approaches