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  • 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. 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. 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. JOB ANALYSIS : TYPE OF INFORMATION USED Work Activities Machines, Tools, Equipment, and Work Aides Work Performance Job Context Personnel Requirements
  • 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. 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. APPLICATION CASE –RECRUITING IN EUROPE Question 1 - Using the duties listed here, make a list of the competencies required for each job.
  • 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. 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. 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. 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. 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. 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. Question 1 – Based on the hotel’sstrategy, list at least four importantemployee behaviors for the HotelParis’s staff.
  • 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. 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. 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. 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. ~ Thank You ~