Chapter 3 1 A Sample Selection System Applications and background checks Employment tests Interviews References and recommendations Unqualified Qualified Perform well Perform poorly Poor impression Good impression Physical examination Positive feedback Selection decision /job offer Negative feedback Poor impression

Chapter 3 2 The Human Resource Management Process Managing diverse workforce Managing labor relations Managing the work environment Managing new employment relationships Effective and efficient human resource practices; human resource goal attainment Human resource planning Recruiting human resources Selecting and placing human resources Basic compensation and benefits Performance management Career Planning and Development Training and Development Strategic human resource perspective Incentives

Chapter 3 3 Activity Illustrating HR Responsibility Recruitment and Selection Training and Development CompensationLabor Relation Employee Security and safety

4 Aspects of Human Resource Management  Conducting job analyses  Planning labor needs and recruiting job candidates  Selecting job candidates  Orienting and training new employees  Managing wages and salaries  Providing incentives and benefits  Appraising performance  Communicating  Training and developing  Building employee commitment

5 Recruitment and Placement Job Analysis Personal Planning and Recruitment Employee Testing and SelectionInterviewing Candidates

6 3 3 Chapter Three Job Analysis Human Resource Management,

Chapter 3 7 Behavioral Objectives s Describe the basic methods of collective job analysis information. s Conduct a job analysis. s Write a job description. s Explain the purpose of a job specification and a procedure for developing one. When you finish studying this chapter, you should be able to: 1

Chapter 3 8 Job Analysis Defined The procedure for determining the duties and skills requirement of a job and the kind of person who should be hired foe it. 9

Chapter 3 9 Job Description A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory Responsibilities one product of a job analysis. 9

Chapter 3 10 Job Specification A list of a job’s “human requirement,” that requisite education, skills, personality, and so on-another product of a job analysis. 9

Chapter 3 11 Job Analysis Job Description and Job Specification Training Requirements Job Evaluation Wage and Salary Decisions (Compensation) Performance Appraisal Recruiting and Selection Decisions Uses of Job Analysis Information 2

Chapter 3 12 Steps in Job analysis Step 1 Identify the use to which the information will be put Steps in Job Analysis 2 Step 2 Review relevant background information (org. chart) Step 3 Select representative position to be analyzed Step4 Next actually analyze the job Step 5 Review the information with the job incumbents

Chapter 3 13 Process Chart for Analyzing a Job’s Work Flow Input from Plant Managers Input from Suppliers Job Under Study— Inventory Control Clerk Information Output to Plant Managers Inventory Output to Plant Managers 3

Chapter 3 14 Methods of Collecting Job Analysis Information The Interview Questionnaires ObservationParticipant Diary/Logs 4

Chapter 3 15 The Interview as a Method of Collecting Job Analysis Information Some typical interview questions include: s What is the job being performed? s What are the major duties of your position? s What physical locations do you work in? s What are the education, experience, skill, and (where applicable) certification and licensing requirements? s What activities do you participate in? s What are the job’s responsibilities and duties? s What are the basic accountabilities or performance standards that typify your work? s What are your responsibilities? What are the environmental and working conditions involved? s What are the job’s physical demands? The emotional and mental demands? s What are the health and safety conditions? s Are you exposed to any hazards or unusual working conditions? 5

Chapter 3 16 Three Popular Methods of Quantitative Job Analysis Position Analysis Questionnaire Department of Labor (DOL) Procedure Functional Job Analysis 6

Chapter 3 17 Items Commonly Found in a Written Job Description 1. Job identification 2. Job summary 3. Responsibilities and duties 4. Authority of incumbent 5. Standards of performance 6. Working conditions 7. Job specifications 7

Chapter 3 18 Job Description Guidelines Be clear Indicate scope of authority Be specific Be brief Recheck 8

Chapter 3 19 Job Specifications The job specification takes the job description and answers the question, “What human traits and experience are required to do this job well?” 9

Chapter 3 20 Jobs Specifications Based on Statistical Analysis The procedure has five steps: 1. Analyze the job and decide how to measure job performance. 2. Select personal traits like finger dexterity that you believe should predict successful performance. 3. Test candidates for these traits. 4. Measure these candidates’ subsequent job performance. 5. Statistically analyze the relationship between the human trait (finger dexterity) and job performance. 10