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Personnel Process

Personnel Process. Search Process. Development of the job description Creation of the job announcement Candidate recruitment Candidate selection Orientation, T & D Performance appraisal Employee motivation & rewards Employee discipline. Job Analysis.

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Personnel Process

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  1. Personnel Process Search Process Development of the job description Creation of the job announcement Candidate recruitment Candidate selection Orientation, T & D Performance appraisal Employee motivation & rewards Employee discipline

  2. Job Analysis • Systematic collection of information regarding the knowledge, skills, abilities, and other characteristics (KSAOCs)/competencies required to perform a job successfully

  3. Job Analysis (9) • Job activities • Educational requirements • Equipment used • Working conditions • Supervisory and management responsibilities • Interpersonal communication skills • Agency contacts • External contacts • KSAOCs/ competencies

  4. Job Analysis (9) • 1. Job activities • Specific activities that an employee will need to perform in order to complete required assignments

  5. Job Analysis (9) • 2. Educational requirements • Degrees & certifications • Experience

  6. Job Analysis (9) 3. Equipment used

  7. Job Analysis (9) • 4. Working conditions • Dirt, heat, noise, fumes, clean, pleasant • Physical requirements • Degree of each • Percent of work time spent in each • Schedule – weekends, PT FT, evenings • Work pace…

  8. Job Analysis (9) • 5. Supervisory and management responsibilities • PT & FT ee’s & volunteers • Any hiring, training, scheduling, evaluating, and dismissing employees

  9. Job Analysis (9) • 6. Interpersonal communication skills • Phone, face to face, electronic, media • Frequency

  10. Job Analysis (9) • 7. Agency contacts • People within the organization the employee will come into contact with when completing job tasks • Maintenance, marketing, special rec

  11. Job Analysis (9) • 8. External contacts • Media, other agencies, hospitals

  12. Job Analysis (9) • 9. Competencies/KSAOC’s needed • Knowledge – information required for the position • Financial process, disabilities, professionalism • Skills - specific observable abilities required to perform the particular tasks of the position • Budget, needs assessment, programming

  13. Job Analysis (9) • Competencies/KSAOC’s needed • Abilities – Aptitudes for a position, how well they complete a task • Type 70 works per minute, CAD • Characteristics –attitudes, personality factors or mental traits needed • Positive attitude, ethical, honest

  14. Job Analysis • How to gather information • Interview • Questionnaire • Structured checklist • Observation • Diary/log • Combination of methods

  15. Job Analysis • Why • Helps to write job description & determine series & classification • Demonstrates how criteria for selecting ee’s is directly related to job requirements • A few laws…

  16. Job Analysis • ADA (1990) • Qualified applicant – one who can perform the essential functions of the job. • Essential Functions – primary job duties; exclude marginal or peripheral tasks not critical to the performance of the primary job function

  17. Job Analysis • Uniform Guidelines on Employee Selection Procedures (1978) • Requires job analysis • Must show that criteria est. for hiring are related to the position • Equal Pay Act of 1963 • Similar pay for similar work • Job analysis is legal defense

  18. Job Analysis • Civil Rights Act of 1964 • Job analysis helps to accurately describe job duties and to defend the qualifications needed in a job • Occupational Safety & Health Act of 1970 • Job analysis establishes the work conditions and risks faced at work

  19. Next Assignment • Job Analysis • Due Monday • Include all 9 sections & references • Hard copy

  20. Classification Systems • Classes – group of positions that have comparable responsibilities (horizontal) • Education levels • Previous experience • Span numerous departments • Subject to same benefits & salary ranges

  21. Classification Systems • Series – a form of vertical classification of employees • Within a certain department • A gradation of skills & qualifications • Recreation leader, supervisor, coordinator, manager • Recreation Specialist 1, 2, 3

  22. Classes Series

  23. Types of Employees • Hourly • Full time • Part time • Salary • Most often full time • Contractual

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