Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job. A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing a particular job. The job specification is developed from thejob analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a particular job.
Through on-the-job training, workers acquire both general skills that they can transfer from one job to another and specific skills that are unique to a particular job. On-the-job training, typically includes verbal and written instruction, demonstration and observation, and hands-on practice and imitation. In addition, the on-the-job training process involves one employee—usually a supervisor or an experienced employee—passing knowledge and skills on to a novice employee.Read more: http://www.referenceforbusiness.com/encyclopedia/Oli-Per/On-the-Job-Training.html#b#ixzz2EohBwkeM
Profit Sharing Shares or portions of profit for publicly traded company employee. Publicly traded companies are owned by many investors while the shares of a privately held company are owned by relatively few shareholders. Stocks and bonds are traded on the NYSEGain Sharing It is a group incentive, pay-for-performance wage system—a group bonus in which the entire factory workforce shares as a result of improving productivity above a certain level and decreasing rejects and rework. Moreover, while productivity gain is the object, the output must be a good product; rejects and customer returns are deducted from the output totals. Over a five-year period, the productivity gains should be close to 100 percent and the costs of rejects and rework greatly reduced.
HumanResourceManagementand LaborRelationsBrown Mackie CollegeRamona L. Mata
Strategy and HumanResources Important because people are the mostimportant resources a company has HR manages people Recruit Train Leadership Development Rewards and Recognition Compensation and Benefits Wellness Ethics and Social Responsibility Compliance
HR Planning Job Analysis- job duties and requirementsand the relative importance of theseduties Job Description Sample Job Description Job Specification is developed from theJob Analysis and the Job Description.Describes the KSA’s
HR Planning ProcessJob analysisForecast Demandfor LaborForecast InternalSupply of LaborForecast ExternalSupply of LaborDevelop Plan toMatch Demandwith Supply
Wages and Salaries Pay for time worked = Wage Pay for performing the job = Salary Incentive Pay = special compensationdesigned to motivate employees to perform Bonus = individual performance incentive inthe form of a special payment made overand above the salary Merit Salary = individual incentive linkingcompensation to performance (non-sales)
Wages and Salaries continued Pay for Performance = individual incentivethat rewards a manager for high productivity Profit Sharing Plan = incentive plan fordistributing bonuses to employees when thecompany profits rise above a certain level Gainsharing Plan = incentive plan thatrewards groups for productivity improvements