BA 453/553

Human Resource Management

Agenda April 18, 2006

Group Presentations (5,6,7, & 8) Lecture (Job Analysis & Job Description) Video “You Be The Judge” Lecture (Job Analysis & Job Description) Video “More than a gut feeling” Recruitment activity Review for exam #1

Jobs: Analyze, Describe and Provide Specifications Determining duties and

skills Listing job duties,

responsibilities, reporting, conditions, supervision

“Human requirements”

What Information do I Collect?

Work activities Human behaviors Machines, tools,

equipment and work aids Performance standards Job context Human requirements

Work activities

Cleaning Selling Teaching Painting How, why and when

the activities are performed

Human behaviors

Sensing Communicating Deciding Writing Job demands

Lifting Walking Jumping jacks?

Machines, Tools, Equipment, Work Aids Products made Materials processed Knowledge Services

Performance Standards

Job Context

Working conditions Schedule Organizational context Social context

Human Requirements

Job-related knowledge and skills Education Training Work experience

Personal attributes Aptitudes Physical characteristics Personality Interests

Uses of Job Analysis Information

Job Analysis

Job Descriptionand

Job Specification

Recruiting andSelection Decisions

Performance Appraisal

Job Evaluation—Wage and Salary

Decisions(Compensation)

TrainingRequirements

Uses of Job Analysis Information Recruitment and selection Compensation Performance Appraisal Training Discovering unassigned duties EEO compliance

Methods of Collecting Job Analysis Information The interview Questionnaire Observation Participant diary/logs U.S. Civil Service

Procedure Quantitative techniques Multiple sources of

information

Widely Used: The Interview

Individual interviews with each employee

Group interviews with groups of employees who have the same job

Supervisor interviews with one or more supervisors who know the job.

How to Conduct a Questionnaire Session Use a specific questionnaire Establish rapport Follow a structured approach List duties in order of importance or

frequency of occurrence Review and verify the data

Observation

Observation may be combined with interviewing

Take complete notes

Talk with the person being observed – explain what is happening and whyAsk questions

Writing Job Descriptions

Job Identification Job Summary Relationships Responsibilities and Duties Standards of Performance Working Conditions and Physical Environment

Job Identification

Title Fair Labor Standards Act (FLSA) Date Approvals Supervisor’s title Grade level

Job Summary

General nature Major functions or

activities Includes general

statements

Relationships Statement

Departm entSecretary

Hum an ResourceClerk

TestAdm inistrator

Labor RelationsManager

Hum an ResourceDirector

Vice PresidentEm ployee Relations

Works with employment agencies, recruiters, union reps, state and federal agencies, vendors

Works with all department managers and executive management

Responsibilities and Duties

Examples Establishes marketing

goals to ensure share of market

Maintaining balanced and controlled inventories

Defines the limits of job holder’s authority Purchasing authority Discipline Interviewing and hiring

Standards of Performance - Example Duty: Meeting Daily Production Schedule

Work group produces no fewer than 426 units per working day

Next workstation rejects no more than an average of 2% of units

Weekly overtime does not exceed an average of 5%

Writing Job Specifications

What human traits and experience are required to do the job well?Specifications for trained versus untrained

personnelSpecifications based on judgmentSpecifications based on statistics

Job Related Behaviors

Industriousness Thoroughness Schedule flexibility Attendance Off-task behavior Unruliness Theft Drug misuse

April 25th

Training & Development Guest Speaker: Marge Cieri of Mardac

Consultants Exam Chapters 1 - 5