...Elements of a Job Analysis The elements of a job analysis are as follow : Job analysis is systematic procedure to determine the skill and duties requirements of a job and to specify which kind of person should be recruiting. Job analysis is a process used to collect information about the responsibilities, necessary skill, duties, and outcomes including information about the nature, work environment and conditions of a particular job. One of the definitions of job analysis is “a purposeful, systematic process for collecting information on the important work-related aspects of a job”. Job analysis provide information to organizations in regards of the content of a job, activities involved and job requirements needed which helps to determine which employees are best suitable for specific job. The job analysis information is important to help the organization to hire the right workforce. Job analysis provides a range of information in regard to jobs in organizations. The types of information collected from job analysis are as follow : a. Human behaviours b. Work activities c. Machines, equipment, tools and work aids used d. Performance standards e. Personnel requirements for the job f. Job context The major uses of job analysis information for each phase of the human resource management cycle are as follow : a. Job description b. Job specification c. Job classification d. Job evaluation e. Job design f. Development...
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...years these factors have been changing due to the economy. According to Sweet and Meiksins in Changing Contours of Work, the old economy represents the various ways of assigning and structuring work that developed in the wake of the Industrial Revolution through the mid-20th century. Systems that were built around mass production, gender divisions of labor, unionized labor, and a variety of other enduring workplace practices were included in that economy. The United States was a major, and dominating force in the old economy. On the other hand, the idea of the new economy is questioning the nature of work whether it has changed, or not, and to what degree these changes are affecting lives on and off the job. There have been new jobs, new workers, and new work designs that are changing some of the ways of performing work, by whom, and the returns received. However, there are still some features of the old economy that tend to be permanent and dominated in the new economy from the old one. An example of that as mentioned in the book “Changing Contours of Work” would be old business that moved from the developed world to emerging economies; the job type did not change, but the people performing these jobs have changed. However, the workplace of today has been different than what it used to be 50 years ago. When analyzing the type of products, services, and jobs that used to be in the old economy to the new economy, there are some changes that took place. As discussed in class, the...
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...assessing which job candidates or applicants are likely to perform and do the job well and effectively that can make the most important contributions to the organization, it’s the time for the management to do the necessary assessments and effective measurement techniques to apply in the instance. In order to make a good selection, the hr people should consider on what particular measurement techniques and tools to be used because it is a cost to the organization it is very substantial to select and do effective assessments to guide selection decisions. There are enormous selection techniques and different types of formal assessments used by the companies of today. The first step in developing or selecting on what particular assessment method to use for a given situation is to understand first what the job requires employees to do and in return what are the knowledge, skills and abilities (KSAs) individuals must possess in order to perform well the job. ------------------------------------------------- ------------------------------------------------- 1. ) How useful is realibility and validity in job analysis and selection? Expound your...
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...Leadership is the concept and practice of inspiring members of an organization or a project into pursuing a revolutionary vision set by knowledgeable leader with the aim of achieving an organizational goal. This report will highlight leadership as to how it applies to all levels of management in organisations and the role of leaders to internal and external stakeholders. This report will also identify and evaluate various conceptual frameworks and models that will be used to explore leadership as a concept. Introduction If one could consider an organization as an independent entity, with its plethora of goals and objectives to achieve in line with its mission, then one must also endeavor to find out the lifeblood that keeps the organization running. Such would be leadership; according to a smart definition by Steve Zeitchik, CEO of Focal Point Strategies, leadership is inspiring others to pursue a revolutionary vision within the parameters set, to the extent that it becomes a shared effort, a shared vision, and a shared success by every member of the organization (Focal Point Strategies, 2014). According to Winston and Patterson (2006), a leader is one or more people who selects, equips, trains, and influences one or more followers and focuses the follower on the path of achieving the organization's mission and objectives, causing the follower to willingly and enthusiastically expend spiritual, emotional, as well as physical energy in a concerted coordinated effort to achieve...
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...this research report, the current perspective on difference is general with leader-Member-Exchange Theory and the Classical Theory. The framework of future research on Leader-Member-Exchange theory and the classical model are discussed. Introduction: The study of leadership is not only from management literature, but also from real life. Most of the organizations follow fashionable ideas, theories, and concepts about adequate an effective leadership. The overall goal is to ensure that managers are important in determining management styles and guidelines. The leader is also responsible for setting strategy and creating a vision and mission for the future. Leadership is a competence to get workers interested to in their work (Truman n.d.). Effective leaders encourage and lead workers in the business organization (Bavelas A 1969). The study of this essay is to know how leadership works in the fruit manufacturing SPC Ardmona. First of all, leaders are able to influence business performance-orientation. In SPC Ardmona, the leader makes a complex management orientation for the business, even the managers are not able to manage efficiently under this system. The main reason for this is because the leaders are working in the opposite direction from the employees. In fact, a leader needs to try new approaches in delivering ideas that stimulate and excite the employees (Zalenznik 1992). Sometimes, there are over 300 pages attached to the SPC Enterprise Agreement, which is impossible...
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...because conventional research methods are not appropriate for field practitioners whose main preoccupation is improving livelihoods of farming communities. However the success of field extensionists depends on their ability to identify and exploit opportunities for improvement. Therefore, they need research methods and approaches that enable them to generate reliable data and information which they can use to solve farmers' problems. Given that the role of extension is basically to ensure that farmers have appropriate knowledge and skills, there is need to continuously find out whether farmers indeed have appropriate knowledge and skills. There is need to find out whether farmers apply appropriate knowledge and skills and reasons why they may not be applying appropriate knowledge and skills. Based on the findings, the extensionists will be able to identify the action required to improve upon the existing situation. This calls for knowledge and skills in action oriented research. This paper provides simple, easy to follow, step-by-step guidelines which should be suitable for many situations in extension research - whether one is researching adoption of an enterprise, an extension approach or the functioning of a farmer organization. ________________________________________ 1. NEED FOR AN ALTERNATIVE APPROACH TO RESEARCH A standard research methods course at university emphasizes scientific ways of conducting research. Students are taught scientific methods of collecting data, analyzing...
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...determine the most efficient method possible for completing a particular job. * Taylor's method consisted of testing the completion of various tasks to determine the optimal amount of work that could be accomplished within a certain time period. * Taylor's management theory asserts that organizations should identify the best way to do a job, train workers to handle each element in a pre-determined manner (instead of basing their work on their own personal discretion) and set up an equitable system of rewards for improved productivity. * Taylor's theory brought numerous improvements to organizational management during a period when an autocratic management style was the norm. Some developments that resulted from the Taylor theory of management are these: 1. Significantly improved productivity; 2. Increased employee incentive; 3. Widespread improvements in quality control; 4. Better personnel practices; and 5. Greater cooperation between management and workers with a consistent application of Taylor s theory of management. Mayo * Elton Mayo (1880 – 1949) believed that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work (something that Taylor ignored). * He introduced the Human Relation School of thought, which focused on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realising that workers enjoy interacting together...
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...opportunity for achieving self goals. It thereby results in a motivated work force and culture, retains and attracts talent, provides in house inventory of suitable workforce for HR needs of the organisation. The process would have to be specific to each organization depending on the external and internal environment of the industry. This would include following:- * identifying needs and aspirations of the employees. * Aligning needs and opportunity * Setting career opportunities * Periodic review and audit of the system. Ans 2. The feature would be as follows Pervasive force. Permeates to all levels of management and all enterprises. Action oriented. Resolution of problems of employees solved through rational policies and action rather than resorting to paper work. Individual oriented The system is mobilized to present an environment where the employee is motivated through competitive...
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...to assign roles within the team. False 3. In highly specialised jobs, employees have little input into the way their work is performed. True 4. One of the fastest-growing productivity improvement programmes in South Africa as well as internationally, has been total quality management (TQM). True 5. With job enrichment programmes, the worker is provided with an opportunity to derive feelings of greater achievement, recognition, responsibility and personal growth in performing a job. True 6. Compressed work - weeks are schedules with fewer than the traditional five workdays a week. True 7. The systematic investigation of the activities within a job is called a job analysis. True 8. Job analysis is extremely useful when organisations undergo restructuring or downsizing. True 9. The terms “position” and “job” mean the same thing. False 10. Experience indicates that the best way to initiate an effective job analysis programme is through a representative committee. True 11. The only legally accepted way to gather job information is by mean of an interview. False 12. The Functional Job Analysis (FJA) method only rates the job on data and people. False 13. The document that provides information regarding the job duties and responsibilities of the job is called a job description. True 14. Job specifications state the minimum qualifications that applicants must possess to be considered for a job. True 15. Job design involves the content...
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...Teamwork and Motivation OgheneRuona Eregha Dr. Jeffrey Weaver BUS 520 Leadership and Organizational May 25, 2014 Running a company is very much like running a family. There are many schedules to comply with, different people to work with, different ideas, different beliefs, different ages/positions, and so much more. The job of a leader is to get all those different aspects of the business working in a way to where everyone can function and be productive towards the company goals. The goals could be to produce items that will sell in stores or services that will be provided to customers. Whatever the business does, it is the job of the leadership team to ensure cohesion and ensure that every employee feels like they are part of the team. Having a business with a fully functional staff is hard enough. Add in creating a team environment where employees work together to achieve goals is much harder. There are so many conflicting ideas and sometimes motivation can be a huge issue. When team motivation is down that can cause a huge decline in productivity, thus, it is very important to create a motivational plan that will encourage job satisfaction, low turnover, increase both productivity and quality work. These four items will create an output that benefits everyone. The employees will be happy working for the business and the business will be able to make profit from the...
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...CETM11- RESEARCH SKILLS AND ACADEMIC LITERACY PORTFOLIO ITEM 1 DATE: 26 OCTOBER 2012 TITTLE: TEAM PERSONALITIES AND CHANGE MANAGEMENT AUTHOR: KENANAO REGINALD MODIMOOFILE TEAM PERSONALITIES AND CHANGE MANAGEMENT. COMPARATIVE LITERATURE BASED ON TWO PAPERS INTRODUCTION This study is mainly a comparative literature review of two research papers which are both looking at Team personalities and Change management aspects within project management. The comparative study is based on research papers conducted by Crawford and Nahmias (2010) and Battilana, et al, 2010). The papers were carefully selected since they were all looking at the same concept of key abilities required to manage and execute change management projects. According to Crawford and Nahmias (2010), it was important to carry out this study to correctly address the question of who is the best person or profession suitable to manage major organisational transformations. The research was focusing on three people whom were seen as the right people to drive the organisational transformations and are as follows; Project Managers, Program Managers and Change Managers. The ideology was to assess their daily duties and come up with the best suitable competencies required to manage change. Looking at the second paper, Battilana, et al, 2010 indicated that there was increasing substantiation that transformation driver’s leadership features and behaviours determine the achievement or malfunction...
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...Methods of Performance Appraisal BBA (day) Course Code: 602 Course Title Submitted by Assoc.prof. Md.Rafiqul Islam Faculty of business studies Dhaka international university Prepared By Mahbub Alam Roll:-43 Reg:-241063 Batch:-33/A BBA (day) Session:-2010-2011 Human resource management Page 1 Methods of Performance Appraisal A. Concept B. What performance Appraisal? C. About Performance Appraisal D. The performance Appraisal process. E. Objectives of Performance Appraisal. F. The Four Phases. G. Method of Performance Appraisal. i. ii. Past Oriented Methods Future Oriented Methods 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. Rating Scales: Checklist: Forced Choice Method: Forced Distribution Method: Critical Incidents Method: Behaviorally Anchored Rating Scales: Field Review Method: Performance Tests & Observations: Confidential Records: Essay Method Cost Accounting Method: Comparative Evaluation Method (Ranking & Paired Comparisons): i. Ranking Methods ii. Paired Comparison Methods H. Formula Of Performance Appraisal I. Conclusion Human resource management Page 2 Methods of Performance Appraisal C ONCEPT Agencies are required by the Government Performance and Results Act of 1993 to establish program goals and report organizational performance to stakeholders, including the Office of Management and Budget and the Congress. This creates pressure to use methods that improve organizational performance and maximize goal achievement. Using...
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...EXECUTIVE SUMMARY Salfordia is a family run construction company, with four (4) of out of six (6) members of the board, and the chief executive, being family members. Salfordia construction is based in Salford, Manchester and working on both private and public sector market projects such as offices & industrial facilities, using the traditional form of procurement with lead down procedures going on about 10-15 years which is resistant to organisational and cultural change. The purpose of this report is to provide the analysis of Salfordia’s current organizational culture ,team dynamic ,leadership ,status and make proposals that would help transform Salfordia current organizational culture, leader etc. to modern standard organization. The principal finding of this report as, adopted by Salfordia in there organizational structure Adhocracy which has the support staff as its key part, using informal communication (mutual adjustment) as it means of coordination. . Information and decision processes flow flexibly and informally and uses selective patterns of decentralization. . Using Adhocracy Salfordia have the tendency to hire and give power to professionals whose speciality is required to promote the company’s productivity thereby making profit unlike the professional Bureaucracy, the Adhocracy cannot rely on the standardized skills of experts in other to achieve coordination(Mintzberg 1983). Finally this report recommends that Salfordia should undergo Kolb’s organisation...
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...2.1 – Human Resource Planning * Human resource or workforce planning: analyzing and forecasting the number of workers and the skills of those workers that will be required by the organization to achieve its objectives 2.1.1 – Identify the constraints and opportunities provided by demographic change. 2.1.2 – Discuss the significance of changes in labour mobility, both domestic and international. * Separated into occupational mobility of labour (based on workers’ willingness to take jobs requiring different skills) and geographical mobility of labour (based on willingness to move locations for jobs) * High labour mobility helps a country achieve economic efficiency if jobs are lost in one area, workers are willing/able to move to other occupations * Developed economies labour is typically immobile; emerging market economies labour mobile * The more mobile workers are, the higher the supply of labour tends to be * However, a high degree of geographical mobility, especially between rural and urban areas, can lead to overcrowding and worsened living conditions 2.1.3 – Compare present human resources with future requirements and evaluate strategies for developing future human resources. * HR departments need to calculate future staffing needs to avoid having too few or too many staff, or staff with the wrong skills * HR departments must respond to business (corporate) plan and its objectives, to build workforce plan * Starting workforce...
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...as superior to others c. Ethnocentrism 2. It is the systemic study of j ob requirements & those factors that influence the performance of those j ob requirement s a. Job analysis 3. This Act provides an assistance for minimum statutory wages for scheduled employment b. Minimum Wages Act, 1948 4. __________ is the actual posting of an employee to a specific job b. Placement 5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as b. Development 6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events a. Planned change 7. It is a process for setting goals and monitoring progress towards achieving those goals d. Performance management system 8. A method which requires the rates to provide a subjective performance evaluation along a scale from low to high c. Rating scale 9. It is the sum of knowledge, skills, attitudes, commitment, values and the liking of the people in an organization a. Human resources 10. A learning exercise representing a real-life situation where trainees compete with each other to achieve specific objectives b. Management game Part Two: 1. Explain the importance of Career Planning in industry. 2. Write the features of HRM Human resources refers to the people that work for an organization and the capabilities of these people. The function of human resource management covers (HRM) all the activities that are designed to acquire, preserve, develop and use the human...
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