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HUMAN RESOURCE MANAGEMENT            (MHD 1533)                   PREPARED BY                    GROUP C                  ...
JOB ANALYSIS   Process used to collect information about the    duties, responsibilities, necessary skills, outcomes,    ...
JOB ANALYSIS : USES   Basis for later improvements including :       definition of a job domain       describing a job ...
JOB ANALYSIS : TYPE OF INFORMATION USED Work  Activities Machines, Tools, Equipment, and Work  Aides Work Performance ...
JOB ANALYSIS : METHODS USED Observation Individual Interviews (with job incumbents) Group Interviews Technical Confere...
JOB ANALYSIS : STEPS Step 1 - Make decision on how to use the  information gathered Step 2 - Review relevant background ...
APPLICATION CASE –RECRUITING IN EUROPE   Question 1 - Using the duties   listed here, make a list of the   competencies re...
GARRY DESSLER (2010) Competencies are demonstrable characteristics of  the person that enable performance. We can say fo...
ACCOUNTS MANAGER Job   Descriptions:     Analyze new business opportunities     Deliver formal business presentations  ...
LIST OF COMPETENCIES REQUIRED FOR          ACCOUNTS MANAGER Business awareness Decision-making and initiative Leadershi...
HR CONSULTANT Job   Descriptions:     Find the right person to match requirements     Maintain excellent relations with...
LIST OF COMPETENCIES REQUIRED FOR              ACCOUNTS MANAGER Excellent   communications and interpersonal  skills. Go...
THE HOTEL PARIS CASEHotel Paris’s Competitive Strategy :          “To use superior guest service to    differentiate the H...
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 gree...
EMPLOYEE BEHAVIORS FOR STAFF              (CONT’D)2. Establish Common Standard of Behavior Training employees base on hot...
EMPLOYEE BEHAVIORS FOR STAFF               (CONT’D) 3. Pay attention to security issues   Reliability and Responsibility ...
EMPLOYEE BEHAVIORS FOR STAFF              (CONT’D)25. Go the extra step Uncover special information Gift basket, cards a...
~ Thank You ~
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human resource

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  1. 1. 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
  2. 2. 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
  3. 3. 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
  4. 4. JOB ANALYSIS : TYPE OF INFORMATION USED Work Activities Machines, Tools, Equipment, and Work Aides Work Performance Job Context Personnel Requirements
  5. 5. 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)
  6. 6. 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
  7. 7. APPLICATION CASE –RECRUITING IN EUROPE Question 1 - Using the duties listed here, make a list of the competencies required for each job.
  8. 8. 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.
  9. 9. 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
  10. 10. 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
  11. 11. 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
  12. 12. 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.
  13. 13. 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”
  14. 14. Question 1 – Based on the hotel’sstrategy, list at least four importantemployee behaviors for the HotelParis’s staff.
  15. 15. 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
  16. 16. 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
  17. 17. 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
  18. 18. 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
  19. 19. ~ Thank You ~
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