HRM (recruitment and e-placement (Job analysis (nature of job analysis…
recruitment and e-placement
Personal planning and recruiting
See sample questionnaire job analysis information sheet
Employee testing and selection
nature of job analysis
The procedure for determining the duties and skill requirement of a job and the kind of person who should be hired for it.
5w the works performs each activity
sensing, communicating, deciding, writing
quantity or quality levels of each job duty
physical conditions, work schedule, organizational and social context
Job related knowledge or skills: education, training and work experience.
Personal attribute, aptitutes, physicial characterisitcs, personality and interests
Machines, equipment, tools and work aids
provide job description and job specification
For recruiting and selection decisions
for performance and appraisal
for job evaluation - wage and salary decisions
for training requirements
for discovering unassigned duties
process chart / work flow
Methods of collecting job analysis info
Cons: employee tends to talk more some responsibilities or minimize some others
Pros: simple and quick way to collect information
What is the job being performed?
What are the major duties of your position? What exactly do you do?
What physical locations do you work in?
What are the basic accountabilities or performance standards that typing of your work?
What are the job physical demands? The emotional and mental demands?
What are the health and safety conditions?
Are you exposed to any hazards or unusual working conditions?
What are your responsibilities? What are the environmental and working conditions involved?
individual interview / group interview
Interview guide lines
explain why the interview
follow a structure and checklist
Identify who know the job best
review and verify data
Participant daily / log
Writing job description
a list of a job's duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities - one product of a job analysis
Writing job specification
What kind of people to hire for a job?
Interviewing and candidates
opportunity and law
strategic and scorecard
the role of HRM