slides of unit 2

8/6/2019 Slides of Unit 2

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UNIT - 2


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Competencies for

Job Analysis and Job Design1. Explain the importance of job analysis

and identify how to analyze jobs in the

hospitality industry.2. Describe how the results of job analysis

are used in job descriptions and job specifications.

3. Explain the function of job design, anddescribe how managers applytechni ues of ob desi n.(continued)


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Competencies for Job Analysis and Job Design

5. Explain the importance of a staffingguide and identify the steps involved indeveloping a staffing guide.

6. Apply trend line and moving average

techniques toforecast business volume and labor needs.

(continued)


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S teps in Job AnalysisS elect jobs for analysis.

Determine what information to collect. Determine how to collect the

information.

Determine who collects theinformation.

Process the information.


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Information Collected for Job Analysis

Actual work activities Tools, equipment, and other necessary

work aids

Job context Personal characteristics Behavior requirements


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Collecting Job Analysis Information Observation Perform the job

Interviews Questionnaires and

checklists

Critical incidents Performance

evaluations


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U ses of the Job Description Recruiting

S election

Orientation Training Employee evaluations Promotions and transfers


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K ey Elements of the JobDescription Job identification data

Job summary Job duties Job environment Job specifications Minimum qualifications


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Job Design Techniques Job

simplification

Job enlargement Job enrichment Job rotation Team building


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Employee Categories

Permanent: 30-40 hours/week on regular payroll receive benefitsAlternative:

temporary part-time outsourced


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Developing a S taffing GuideS et productivity standards.

Determine total anticipated sales andguest volume

Determine number of employeesrequired.

Determine total labor hours. Estimate labor expenses.


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Introduction to job analysisIntroduction to job analysis


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IntroductionIntroductionPrevious experience with job analysisGoals of the session

Outline of coverage

Definitions of termsJobJob analysisWork Analysis


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Job Analysis (cont.)

Uses or ApplicationsUses or ApplicationsHR PlanningHR StaffingHR M anagement

Choose one application from selectionand describe how job analysis

serves the application .


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Just Do It

Steps in completing a job analysisSteps in completing a job analysisPreparationSamplingCollecting dataAnalyzing dataPreparing a reportVerification


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Applying the Results

M oving from job analysis results toM oving from job analysis results toapplicationsapplications

Who owns the informationPlanning next steps such as an exam planCollecting more detailed informationExecuting the plan


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Adapting JA to Modern Work

Methods New Directions for Job Analysis Trends in work (Examples)

Teams Enlarged jobs Personality Factors

Responses Team level tasks Competencies New lexicon


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Important Applications of Job

AnalysisJob DescriptionPerformance Appraisal

Job EvaluationJob Design and Redesign


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Job Design


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What is Job Design?

Job design refers to howorganizations define and structure

jobs


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Basic Assumption

The way that jobs are organized have adirect affect on how motivated or de-motivated employees will be


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Advantages to the Organization

Job - Person Fit

Increased Performance

M aximise Internal Resources

Greater Job Satisfaction

Reduced Absenteeism & Turnover


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Job-Person Fit

Employees are allocated job activitiesbased on individual competencies andrealistic job requirements


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Increased Performance

Performance increases as employees and jobs are match to maximize the resourcesof the organization


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Maximize Internal Resources

Internal resources are allocated in themost efficient and effective manner togenerate the maximum return for capitalinvestment for the organization

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