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 Description and Job Specification Recruiting and Selection Decisions Performance Appraisal Job Evaluation— Wage and Salary Decisions (Compensation) Training Requirements

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 why  Ask 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)FLSA Date Approvals Supervisor’s title Grade level

Job Summary General nature Major functions or activities Includes general statements

Relationships Statement 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 personnel  Specifications based on judgment  Specifications based on statistics

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

April 25 th Training & Development Guest Speaker: Marge Cieri of Mardac Consultants Exam Chapters 1 - 5