HRM- CHAPTER 6

14問 • 1年前

問題一覧

It is the vertical and horizontal interconnections among jobs.

ANALYSIS OF THE ORGANIZATIONAL STRUCTURE

It is the process of getting detailed information about the tasks duties and responsibilities of the job as seen in the organizational structure. For the company to succeed, it must have detailed information about the requirements of the jobs through a careful job analysis program

JOB ANALYSIS

It is not the sole responsibility of the Human Resource Department but a cooperative effort of all operating departments. While it is more of personnel functions, the greater bulk of information must come from the persons who are jobholders of the position.

JOB ANALYSIS

who is trained to conduct the job evaluation program. They studies the duties, responsibilities, and specification requirements of the job. This involves a careful understanding of the conditions around the functions and tasks of the positions.

JOB ANALYST

Job analysis focuses on the two important data or information that managers must have the right information about the nature of the employees' jobs. The two important factors are:

JOB DESCRIPTION AND JOB SPECIFICATION

It contains the tasks, duties, and responsibilities that the job entails. This information is derived from the job analysis report.

JOB DESCRIPTION

It contains information about the employee's qualifications and traits required for the effective performance of the work assigned. It specifies the qualifications as to education, training, experience, and the statement as to the nature of the environment where the employee is assigned.

JOB SPECIFICATION

Under the direct supervision of the Human Resource Manager assist in the general functions of recruitment, selection, training, benefits administration, performance appraisal, and other related duties inherent in the function of the department.

JOB SUMMARY

Job specification includes:

EDUCATION, TRAINING, JOB LOCATION AND ASSIGNMENTS

What are the Job Analysis Methods?

THE JOB QUESTIONNAIRE METHOD, THE INTERVIEW METHOD, THE COMBINATION OF INTERVIEW AND QUESTIONNAIRE METHODS AND OBSERVATION AND INTERVIEW METHOD

The job analyst prepares the questionnaire based on the purpose of the job analysis. The form to be used is carefully prepared based on the simple understanding of the employees who will answer them. The set of questions contains information as to its purpose, clear-cut instructions, and the procedure on how to accomplish the questionnaire.

THE JOB QUESTIONNAIRE METHOD

The job analyst gets the information by interviewing the employee about his job or the immediate supervisor. To get more specific data the analyst is guided by a set of facts about the job and records or takes notes in the information given by the employee.

THE INTERVIEW METHOD

Under this method, the job analyst gives the questionnaire and then conducts the interview later. The analyst verifies the information from the employee's immediate supervisor through a structural interview. To verify further information, the analyst interviews the employee concerned. The contents of the questionnaire and the verified information are the bases for the writing of the job description.

THE COMBINATION OF INTERVIEW AND QUESTIONNAIRE METHOD

This method involves the observation of the worker at the job site and their station. The observation is noted while the employee is performing the tasks assigned to him. Oftentimes, time and motion study is involved in this activity. After the observation, the job analyst interviews both the worker and the supervisor to verify the information gathered through observation and the results of the time and motion study. The results of the interview, observation, and time-motion study are the basis of the written job description, which will be sent to the supervisor and the employee concerned for final review and final printing.

OBSERVATION AND INTERVIEW METHOD

VITMOLOGY-PPT2

Anndrea S. Galupo · 22問 · 1年前

VITMOLOGY-PPT2