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Sept 10, 2002

Sept 10, 2002. Determining HR needs and Designing Jobs. Determining HR needs. Tasks, duties responsibilities. Strategy and structure. KSAV. Organizational Culture. Values and attitudes. Number and type of employees needed. Business Plan and Turnover Analysis. Job Requirements - KSAV.

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Sept 10, 2002

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  1. Sept 10, 2002 Determining HR needs and Designing Jobs

  2. Determining HR needs Tasks, duties responsibilities Strategy and structure KSAV Organizational Culture Values and attitudes Number and type of employees needed Business Plan and Turnover Analysis

  3. Job Requirements - KSAV • Knowledge – what a person already knows • Skills – what a person can do now • Abilities – what a person may be able to know or do (e.g., learning ability, creativity) • Values (including personality and interests)–A person’s behavioral tendencies and internal values that drive these tendencies

  4. Teams – a group responsible for a job • Traditional versus self-management teams • Permanent versus temporary teams • Co-located versus virtual teams • Team skills (or job requirements for teams) • Team process • Task strategies • Interpersonal – conflict management, negotiation

  5. The Job Characteristics Theory of Work Motivation – applies to both team and individual jobs Core Job Characteristics Critical Psychological States Personal and Work Outcomes Skill Varieties Task Identity Task Significance Experienced Meaning- fullness of the Work High Internal Work Motivation High-Quality Work Performance Autonomy Experienced Respon- sibility for Work Outcomes High Satisfaction With the Work Knowledge of Results from Work Activities Feedback Low Turnover and Absenteeism Strength of Relationships is Determined by Intensity of Employee Growth Need

  6. Redesign a Janitor’s Job • Enrich it by changing the content of the individual’s job. • Enrich it by changing it to a team design. • Implications for job requirements for employees in each design • Report to class • Write up your answers (in class assignment 1)

  7. Business Process Reengineering – discussion questions • What is it? • Why is it so popular in businesses? • When is it necessary? • How does it change the content of jobs and relationship between jobs?

  8. Job Analysis A systematic process of gathering information about the tasks, duties and responsibilities of a job, and the requirements to perform effectively in that job. Job Description A written document that describes and defines a job in terms of its duties, responsibilities, working conditions, and skill requirements.

  9. Job Analysis Techniques • Critical Incidence Technique • Task Inventory Analysis • Questionnaires • Observations • Motion Study • Interviews • Diaries

  10. Guidelines for Conducting a Job Analysis • Determine the desired applications of the job analysis. • Select the jobs to be analyzed. • Gather the job information. • Verify the accuracy of the job information. • Document the job analysis by writing a job description.

  11. Uses of Job Analysis • Recruitment • Selection • Performance Appraisal • Compensation • Training and career development

  12. Job Descriptions – discussion questions • Are job descriptions for employers or employees? What uses are there for each? • What are the alternative types of job descriptions and for what type of jobs or employees is each suitable? • How are job descriptions different from work plans for employees?

  13. Analyze a Professor’s Job - homework • What are the tasks, duties and responsibilities of a professor’s job at HKIUST? • What are the KSAV for doing the job effectively at HKUST? • Bring your “data” to class on Thursday for discussion. • Select one group of professor, e.g., by rank, by school, or by appointment.

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