...Job Analysis The Samsung in Macau is not a big company with a few positions, so job analysis doesn’t take important part in their human resource department daily affair. The supervisor told us actually they seldom do job analysis because of no need if the company doesn’t make a big change. However, this Samsung company makes some changes last year. Before last year, their company salespersons didn’t have a satisfying performance because the sales manager is almost in charge of this part. Although the company ran well at most of times, sometimes they may meet problems especially when the sales manager was busy dealing with other affairs. Therefore the company decide to adjust and planned to define the salespersons’ duties and the evaluation criterion clearly for compensation. To conduct the job analysis, Samsung reviewed relevant background and select a sample of 5 to analyze the job. And after the analyzing, they confirmed those information with the sales manager, their direct supervisor to ensure it was correct. Similarity 1. Types of information The types of information they are trying to collect are all mentioned in textbook, for example, work activities, performance standards and human requirements 2. Uses The reason they conduct job analysis is also approximately same as what we learned as those following uses, recruitment and selection, performance appraisal, compensation and training. Differences We found two main differences through this...
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...Comparing Job Descriptions 8/18/2012 In writing a job description, it is important for the job description to be clear and specific. In comparing different job descriptions, you will notice the differences. If a clear meaning is not shown, the employee will not have a clear understanding what is expected of them. I compared two job descriptions, and this is what I came up with. In Managing Human Resources (Snell, Bohlander 2013 pg.153) job descriptions should have the job title and location section, a jobs identification section, and a job duties section. Both, job descriptions did include this information, but the title headings were labeled differently. In the identification section, the job of retail manager, listed online, lacked the information of who the employee reports to and the date the information was last revised. There is no way of knowing if the information is up to date, as job duties tend to change in the ever changing business industry. In the Employment Assistant job description there is two sections, one titled “job statement” and the other titled “essential functions” (Snell, Bohlander 2013 pg. 154) that list the job duties, functions, and responsibilities. There is much more of a description listed of what is to be expected of the employee on this job description. On the retail store manager description it is titled “your role” (Lifetouch Portrait Studios, Inc.), and it contains much less information...
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... | | | | | | | |Job |4 | | |Analysis | | | |Lecture Outline | | | |Strategic Overview |In Brief: In this chapter, Dessler explains the uses of | | |The Nature of Job Analysis |job analysis information and carefully describes the | | |Uses of Job Analysis Information |methods of conducting a job analysis. The tasks of | | |Steps in Job Analysis |writing job descriptions and job specifications are also | | |Methods of Collecting Job Analysis Information |outlined. Finally, he discusses the trends of enlarging | | |The Interview |and...
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... LESSON: 10 Job Evaluation Learning Objectives: 1. To know basic approach to Job Evaluation. 2. To importance of Job Evaluation and its effectiveness. 3. To know the important methods of Job Evaluation. Now friends we will discuss about how jobs used to be evaluated in an organization; if somebody having any idea about it please start explaining it; this can be explained in the following way. Job evaluation is the process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization. Job is evaluated on the basis of their content and is placed in the order of their importance. It should be noted that in a job evaluation programme, the jobs are ranked and not the jobholders. Jobholders are rated through performance appraisal. “Job evaluation is a process of finding out the relative worth of a job as compared to other jobs” Now, who is going to explain the objectives of job evaluation? The following objectives are derived from the analysis of the above-mentioned definitions: 1) To gather data and information relating to job description, job specification and employee specifications for various jobs in an organization. 2) To compare the duties, responsibilities and demands of a job with that of other jobs. 3) To determine the hierarchy and place of various jobs in an organization. 4) To determine the ranks or grades of various jobs. 5) To ensure fair and equitable wages on the basis of relative worth or value of jobs. In other words...
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...I will be comparing the purpose of the different recruitment and selection documents that were used by the selection panel at Warwick Castle.The different documents that were involved were: Job description and person specification CV and application form Job advert The short listing form Contract (post interview) Job description and person specification Job Description The job description document was used by Warwick Castle during the recruitment and selection process and this document is generally a summary of the duties that would need to be done by the potential candidate who is hired for the retail supervisor role. Unlike a person specification, a job description tells the Warwick Castle candidates what they must do when they are...
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...Job Description Paper Catina Cole BUS 303 John Beeson December 15, 2014 Job Description Paper Job descriptions are an important part of the job analysis process in Human Resources. A job description “identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled” (Youseff, 2012). Job descriptions usually serve as a point of reference for many of the things that HR has to consider for a job, such as what the pay will be, evaluations, and training needs. In order for a person that is newly hired into any organization to be successful, they will need a tool to help identify what their expectations are. This tool is known as a job description. An effective job description is broken up into parts and includes relevant and reliable information that truly reflect the nature of the job. Let’s explore the job description and find out why it’s such an important part of the job analysis process. An accurate job description generally starts off with an identification section. The identification section gives information about the job, which usually tells a person the job title, the department that the job is located in, the chain of command for the job, location, job grade, etc. This section of the job description will also include information that will help the HR department track employees as well as jobs that are located in the company’s HR database. This section of the job description is also another place to note...
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...task to do. There are many challenges that need to be addressed such as advertising for a replacement, interviewing many candidates, reviewing their qualifications, hiring and training. A thorough job analysis is needed to complete the process along with information about the different theories of human resources. It will be discussed in this research project, the measures used to hire, interview, train, and create a title for the replacement employee. This discussion will include the offering salary for the replacement, hiring requirements, training tools used, what is expected of the replacement and a performance evaluation to score the new employee. I do have an advantage in my favor from previously training new hires in the same department as me. Although I was not part of the hiring staff, knowing what was needed from the replacement having done the job for 5 years gave me a comfortable advantage. To begin the search for a replacement, a description is needed to clarify to the candidates who and what is needed to fill the position. Job descriptions are written statements that describe the duties, responsibilities, required qualifications, and reporting relationships of a particular job. Employee job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work...
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...6. Do you think companies can really do without detailed job descriptions? Why or why not? In one firm – British petroleum’s exploration division- the need for more efficient, flexible, flatter organizations and empowered employees prompted management to replace job descriptions with matrices listing skills and skill levels. Senior managers wanted to shift employees attention from a job description “that’s not my job” mentality to one that would motivate them to obtain the new skills and competencies they needed to accomplish their broader responsibilities. They created skills matrix which listed basic skills needed for that job, minimum level of each skill required for that job or job family. Emphasis is no longer on specific job duties, but on specifying and developing new skills and gave employees constant reminder of what skills they must improve. 1. What is the difference between reliability and validity? In what respects are they similar? Reliability describes the consistency of scores obtained by the same person when retested with the identical or alternate forms of the same test. If a person scores 90 on an intelligence test when retested the result should be the same. Validity indicates whether a test is measuring what it is supposed to be measuring. With employee selection tests, validity often refers to evidence that the test is job related. Reliability and validity are used in statistics and research design. At best, we have a measure that has both...
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...ourselves out of bed requires the determination of Hercules. If you feel like this most of the time, however, you may be flirting with burnout. You may be on the road to burnout if: Every day is a bad day. Caring about your work or home life seems like a total waste of energy. You’re exhausted all the time. The majority of your day is spent on tasks you find either mind-numbingly dull or overwhelming. You feel like nothing you do makes a difference or is appreciated. The negative effects of burnout spill over into every area of life—including your home and social life. Burnout can also cause long-term changes to your body that make you vulnerable to illnesses like colds and flu. Because of its many consequences, it’s important to deal with burnout right away. Dealing with Burnout: The "Three R" Approach Recognize – Watch for the warning signs of burnout Reverse – Undo the damage by managing stress and seeking support Resilience – Build your resilience to stress by taking care of your physical and emotional health The difference between stress and burnout Burnout may be the result of unrelenting stress, but it isn’t the same as too much stress. Stress, by and large, involves...
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...Front Desk Job Description Front desk job description involves greeting and welcoming guests or clients, answering their queries, providing them with necessary information and maintaining records, receiving payments, etc. They are also responsible for promoting various offers and services of the organization they are working with. Front desk agents are the face of the company, hotel or hospital. They are the first ones to greet business associates, guests, patients, etc. Front desk job is an important job, because the impression one has about a particular place will depend on interaction one had with the front desk official. A rude, haughty front desk official will spoil one's impression about the place entirely. Thus, the primary role of a front desk official is to present the organization in the best possible manner. Front desk job description or receptionist job description will vary from one industry to another. An operations supervisor has many different functions in many different career fields. The main responsibility of an operations supervisor is to ensure that the processes and employees working under him are working smoothly and efficiently. An operations clerk handles office duties for a company’s top executive. Sounds simple, but the responsibilities of an operations clerk are vital in helping a company run smoothly. Operations clerks answer phones, greet clients, schedule appointments, type reports and letters written by chief officers, and handle an array...
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...will be reviewing the recruitment documentation. The definitions of applications form; is when you fill in information about yourself on a piece paper or online, for a certain job. The company McDonald’s uses this because, it is easier to apply online rather than use a paper application form. This is because it doesn’t harm the environment and also it is an easier process as the computer categorised each application form to groups of skills. The definitions of Person specification; is a list of attributes needed by the person to perform a job, such as personality type or experience. On the McDonalds website this can be found under ‘the requirements’ this show what the company wants in a potential employees to start working for McDonalds. The definition of a Job description; is a written statement that states what the job requires from potential employees. The crew members have three main responsibilities and they are; Customer Service, Food Preparation and Hygiene. This means that crew members have each responsibility. For example for cleanliness and hygiene, the crew member will have to have learn what chemical products they have to use and what should they wear while cleaning e.g. rubber gloves. For the crew member descriptions, it is under and called ‘Key Responsibilities’ and not job description. This done by short four paragraphs....
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...JOB ANALYSIS Concept of Job Analysis : To understand Job Analysis , first we have to understand the meaning of job.Job is a discrete unit of activity and represents a composite mixture of methods , procedures and techniques.Job Analysis is the process of identification and determination of particular job duties , requirements and responsibilities.In other words , Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements.ob analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; description of a job; development of performance appraisals, personnel selection, selection systems, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans. In the fields of human resources (HR) and industrial psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.[3] The field of vocational rehabilitation...
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...Pitts BUS ADM 440 4/11/14 Job Analysis, job descriptions, resumes, cover letters, and applications are all part of an important process in business—Recruitment. Hiring/recruitment is an essential key to every successful business. Without the recruitment process, small companies would not have developed into the large corporations they are today. But in order for this to happen there are other important factors that make it possible. Businesses need to have specific components to make the job structure process easier including job analysis, job description, and job evaluation. Throughout this paper, I will be defining and discussing about job analysis, job description, and job evaluation, the importance of the three, the steps of the job analysis process, and how they all apply in the business world. To get a better understanding of the internally consistencies I will go in depth of what they are and how they work. This helps you understand the value of each job and how HR professionals determine who will be getting paid more due to the responsibility aspect being higher. There are two processes that make it easier are Job Analysis and Job Evaluation. Job Analysis is a Systematic process for gathering, documenting, and analyzing information in order to describe jobs. While job evaluation systematically recognizes differences in the relative worth among a set of jobs and establishes pay differentials accordingly. Generally speaking job analysis is to help managers understand...
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...and order-getting sales positions, given the differences in the demands of these two jobs. Therefore, recruitment and selection begin with a carefully crafted job analysis. [12] While motivation is a key management function the sales manager must have the right material, in terms of suitably qualified salespersons to motivate. That means selecting and recruiting to rigid criteria that are demonstrably relevant to successful achievement and high performance as salespersons and then training those persons to meet the standards and perform the selling job as suits the company’s products and markets. [11] The aim is to develop a formalized framework that sales managers responsible for all or part of selection and recruitment can adapt or adopt to reduce the risk of inappropriate selection of unsuitable salespersons. Typically each sales line manager is responsible for his or her own final selection of new members to his or her team. [11] Sales recruitment is a costly process, and poor selection results in: * Under-performance in sales activities * A distraction of management time as more supervision is needed * Additional training needs * Higher staff turnover with resultant repeat recruitment costs. There are several issues or points which have to be considered when recruiting sales people, to avoid a costly and painful process. These are listed and explained below: 1. Selection matters 2. Need for job description and person specifications 3. Potential sources...
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...Study of Job Analysis and Design in Mobile Network Operators of the Telecommunications Industry in Bangladesh Objectives of the Report Objectives of the Repot To determine the job analysis and design techniques used by the mobile phone operators in Bangladesh. To evaluate the effectiveness of each firm’s job analysis and design techniques and cross-examining them to make a comparison To provide possible recommendations on ways to improve each firm’s job analysis and design techniques Research Methodology Research Methodology Primary Sources Questionnaire Secondary Sources Journals Research Papers Internet Limitations Limitations Only one official from each company was interviewed Difficult to contact HR managers due to their work schedules Hesitant to provide information due to their confidential nature Difficult to assess reliability as based mainly on interviews Job Analysis and Design Job Analysis: Importance & Purpose Primary task for setting a baseline for each job Enables HR professionals to effectively manage job-related activities Systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. Legal validation of employment decisions Defines duties & tasks Identifies reporting relationships Basis for determining relative worth of jobs Identifies redundancy Job Design Refers to the way that a set of tasks, or an entire job, is organized...
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