Human Resources - HRM Week 4 PDF

Human Resources Class 8 Andrea Fontes Vai mais à frente Summary: Job analysis Job description Job analysis Structured and systematic process for collecting and organizing information about the tasks and operations that a person or group must carry out in...

Human Resources Class 8 Andrea Fontes Vai mais à frente Summary: Job analysis Job description Job analysis Structured and systematic process for collecting and organizing information about the tasks and operations that a person or group must carry out in the context of their work.  It consists of studying one or more jobs of an organization.  It requires the collection of information about the content and the context surrounding a job. Job analysis : Concepts Function Families: group of functions with similar content that are related Role / Job: group of tasks and responsibilities that a person performs that are part of their job Task: The specification of what the person does Example: Family: Technical Services Role: Technical assistant Task: Provide technical support to customers over the phone  Job analysis : Concepts Knowledg e Factual, procedur Qualifications + al, conceptu al KSAOC Observabl Attitudes e skills Knowledge Personalit needed Skills y KSAOC to Abilities perform Other Characteristics etc the job Knowledge is the theoretical Skills are the proficiencies Abilities are the qualities of Aptitude or practical understanding developed through training being able to do something of a subject for or experience (innate..) specific tasks (Pynes & Lombardi, 2011)  Job analysis : Concepts Competencies/Skills analysis “A competency is an individual characteristic that has a causal relationship with the average or superior performance in a given professional situation” Compare workers with different levels of performance; Identify characteristics or behaviors that are directly associated with performance.  Examples Abilities are the qualities of Skills are the proficiencies being able to do something developed through training (innate..) or experience Job analysis Methods Direct observation; Diaries; Interviews; Surveys; Task inventory (O*NET- http://www.onetonline.org/); Study of equipment specifications; Competencies/Skills inventory. Sources Job holders; colleagues and supervisors; Organizational documents (written material); Observations; A mix of the above.  Job description Job description “It is the systematic description of the activities, tasks and responsibilities that workers must ensure in order to perform well and contribute to the achievement of the organization’s goals.” Requirements are also defined to guarantee the desired performance: The skills needed now and in the future; Which competencies allow an average performance, and which allow a superior performance.  Job description Related to information, people or objects; Observable or not observable; Activities and tasks Autonomous or cooperative; Sequential or discontinuous; Frequent, seasonal or sporadic.  Job description The level of responsibility is defined by: The type of accountability that can be attributed to the job holder; Responsibilities The possibilities that the individual has to influence the results of certain events; The autonomy to perform the job; The types of authority exercised.  Job description What kind of requirements are specified in job descriptions? Skills; Abilities Specific professional qualifications or academic degrees; Requirements Levels of previous experience; Health conditions; Special conditions (availability to travel, special hours, etc.).  Job description sheet 1. Job identification / organic framework: Job _______________________ Job name, Position on the organization chart, Functional dependencies, Function summary Tasks 2. Job Content: Tasks, activities, behaviors Process 3. Working methods: Instrument Task sequence, execution steps 4. Instruments used: To whom Machines, tools 5. Who receives the outputs, who sends the inputs to the function Job description sheet Formula: Verb + Object + Goal e.g., Verb Object Goal Collect financial data to evaluate budget requests Performs analytical studies to support financial planning Eliminate unused files to keep the file efficient Repair equipment to maintain functionality Insert data in the system for analysts to have the current DB Job Analysis and Job Description: What are they for? Allow the specification of recruitment processes; Serve as a basis for the evaluation of jobs and the possibilities of defining careers; Assist quantitative HR planning; Assist in the design of work processes; Serve to define performance evaluation criteria; Allow the diagnosis of performance deviations and the design of training and development plans; Job analysis and Job description: Their role in HRM HR Planning Recruitment & Performance Selection Evaluation Job Analysis & Description Trainning & Rewards Development Career Management Job Analysis and Job Description: Issues if it doesn´t exist? The absence or insufficient analysis and description of a job may lead to: Role ambiguity; Problems in communication; Lack of or poor definition of goals for workers – which impacts performance evaluation (what are the criteria?).  Summary Tasks Responsabilities Duties  HR Planning  Recruitment & Selection Job  Learning & Development Description  Performance evaluation Job Analysis Skills/  Careers Management Competencies  Rewards Analysis  Safety & Health Knowledge Skills Abilities the theoretical or practical Skills are the proficiencies Abilities are the qualities of understanding of a subject developed through training being able to do something or experience (innate..) Exercise in groups  Choose one job;  Create a job description using the job description sheet provided;  Your colleagues will try to guess the job. O*NET: http://www.onetonline.org Human Resources Class 9 Andrea Fontes Vai mais à frente  Agenda ▪ Labor Market and HR Market ▪ Employer branding © Copyright Universidade Europeia. Todos os direitos reservados 34  Set of individuals able to work, JOB JOB in a given OFFERS SEARCH place, in a given period. Set of Job Offers, offered by companies, in a specific place, in a specific period. PEOPLE HIRED / FILED JOB POSITIONS © Copyright Universidade Europeia. Todos os direitos reservados 35  How does the way the labor market behaves impact R&S processes? © Copyright Universidade Europeia. Todos os direitos reservados 37  Labor market impact on R&S Slower Recruitment Low number of applications Insufficient suitable applications JOB OFFERS > JOB SEARCH More flexible and less demanding selection criteria Salaries tend to rise Candidates proceed to “select” companies (O>D) Greater retention and fixing efforts (more difficult replacements) © Copyright Universidade Europeia. Todos os direitos reservados 38  Labor market impact on R&S High-yield recruitment Large volume of applications JOB OFFERS < JOB SEARCH Role profile and application requirements + detailed More demanding selection criteria Starting salaries tend to suffer reductions Great competition between candidates (O