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Transcript

  • 1. HRM Function
    • JOB ANALYSIS
    • 2. JOB DESCRIPTION
    • 3. DUTIES
    • 4. JOB SPECIFICATION
    A StrategicContributor to Industry in ManagingKnowledge
  • 5. BASIC CONCEPTS
    FORECASTING
    GATHER
    INTERVIEWING
    ON SITE
    APPROACH
    IN-DEPTH
    PREMISES
    TASK
    KNOWLEDGE
    SKILLS
    HEADING
    SHIFT
    SUMMARY
  • 6. JOB ANALYSIS
    FIRST STEP
    FORECAST HUMAN RESOURCES NEEDED
    GATHERING INFORMATION
    METHODS:
    1.- INTERVIEWING WORKERS ON SITE AND SUPERVISORS.
    2.- OBSERVING WORKERS ON SITE
  • 7. INTERVIEWS AND OBSERVATIONS PROVIDE THE FOLLOWING INFORMATION:1.- Job objectives2.- Specifictaskrequired to achieve objectives3.- Performance standards4.- Knowledge and Skillsnecessary5.- Education and experiencerequired
  • 8. ANALYZING DATA
    THE DATA GATHERED WILL BE USED TO DEVELOP:
    JOB DESCRIPTIONS
    JOB SPECIFICATIONS
  • 9. JOB DESCRIPTIONS
    Detailed written statements that describe jobs.
    List of very specific duties and directions for performing jobs.
    Three important questions most be answered:
    1.- What is to be done?
    2.- When is it done?
    3.- Where is it done?
  • 10. JOB DESCRIPTION PARTS:
    HEADING
    A SUMMARY
    LIST OF SPECIFIC DUTIES
  • 11. JOB SPECIFICATION
    INSTRUMENT TO OUTLINE QUALIFICATIONS NEEDED TO PERFORM A JOB
    SPECIFIC SKILLS
    KIND AND LEVEL OF EDUCATION
    EXPERIENCE
    THEY USUALLY REFER TO A MINIMUM QUALIFICATION
    STATES STANDARDS FOR JUDGING QUALIFICATIONS OF APPLICANTS.