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HUMAN RESOURCE MANAGEMENT (MHD 1533) PREPARED BY GROUP C Name Matrix NumberANNA SHAHRIL BT SULAIMAN MH 112013TAN YEE VIEN MH 112005WAN NOR ZURIATINA WAN ISMAIL MH 112082ROZANTI A. HAMID MH 112104TAYEBEH KHADEMI MH 102170
JOB ANALYSIS Process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. Purpose: Job Description - what the job entails Job Specifications - identify what kind of people to be hired for the job
JOB ANALYSIS : USES Basis for later improvements including : definition of a job domain describing a job developing performance appraisals selection systems promotion criteria training needs assessment compensation plans
JOB ANALYSIS : TYPE OF INFORMATION USED Work Activities Machines, Tools, Equipment, and Work Aides Work Performance Job Context Personnel Requirements
JOB ANALYSIS : METHODS USED Observation Individual Interviews (with job incumbents) Group Interviews Technical Conference/Focus Groups Questionnaires (either structured or open-ended) Work Diaries Critical Incidents Equipment Design/Process Information Recording of Job Activities (e.g., keystroke recorders/counters, camera monitors) Records (e.g., operational logs, maintenance records)
JOB ANALYSIS : STEPS Step 1 - Make decision on how to use the information gathered Step 2 - Review relevant background information Step 3 - Select representative positions Step 4 - Analyze the job Step 5 - Verify the information Step 6 - Develop job description & job specification
APPLICATION CASE –RECRUITING IN EUROPE Question 1 - Using the duties listed here, make a list of the competencies required for each job.
GARRY DESSLER (2010) Competencies are demonstrable characteristics of the person that enable performance. We can say formally that competency-based job analysis means describing the jobs in terms of the measurable, observable, behavioral competencies (knowledge, skill, and/or behaviors) that an employee doing that job must exhibit to do the job well.
ACCOUNTS MANAGER Job Descriptions: Analyze new business opportunities Deliver formal business presentations Manage a team of HR consultants Select, interview and present candidates to clients
LIST OF COMPETENCIES REQUIRED FOR ACCOUNTS MANAGER Business awareness Decision-making and initiative Leadership and guidance Communication and interpersonal Problem solving Planning and organizational ability
HR CONSULTANT Job Descriptions: Find the right person to match requirements Maintain excellent relations with clients Advertise job opportunities on the different TSS Web sites and find resumes that have been posted on others
LIST OF COMPETENCIES REQUIRED FOR ACCOUNTS MANAGER Excellent communications and interpersonal skills. Good decision making and initiative Ability to work well in team and have exceptional team working skills. Confidence and positive attitude. Professional, organized and a good administrative skills.
THE HOTEL PARIS CASEHotel Paris’s Competitive Strategy : “To use superior guest service to differentiate the Hotel Paris properties, and to thereby increase the length of stay and return rate of guests, and thus boost revenues and profitability”
Question 1 – Based on the hotel’sstrategy, list at least four importantemployee behaviors for the HotelParis’s staff.
EMPLOYEE BEHAVIORS FOR STAFF1. Treat guest friendly and respectful Add level of comfort to their stay Warm friendly greeting is more effective than formal Put yourself in guest’s shoes Culturally styles of greeting and conversation Learning a few foreign language can make a big difference End conversation with thank you
EMPLOYEE BEHAVIORS FOR STAFF (CONT’D)2. Establish Common Standard of Behavior Training employees base on hotel’s standard Include: greeting, interacting with guest , problem solving for guest Being friendly, respectful when meeting guest Built good relationship with guests Always willing to help Always correct mistake quickly
EMPLOYEE BEHAVIORS FOR STAFF (CONT’D) 3. Pay attention to security issues Reliability and Responsibility for guest personal belonging and valuable things 4. Being Knowledgeable Having general information to answer various questions from guest Giving positive answer to guest request Showing interest in solving guest problems
EMPLOYEE BEHAVIORS FOR STAFF (CONT’D)25. Go the extra step Uncover special information Gift basket, cards and other surprise Providing special affairs for guest like: wake up calls Making memorable stay