HRM Function

•JOB ANALYSIS

•JOB DESCRIPTION

•DUTIES

•JOB SPECIFICATION

A Strategic Contributor to Industry in Managing Knowledge

BASIC CONCEPTS

FORECASTING

GATHER

INTERVIEWING

ON SITE

APPROACH

IN-DEPTH

PREMISES

TASK

KNOWLEDGE

SKILLS

HEADING

SHIFT

SUMMARY

JOB ANALYSIS

FIRST STEP FORECAST HUMAN RESOURCES

NEEDED GATHERING INFORMATION

METHODS:

1.- INTERVIEWING WORKERS ON SITE AND SUPERVISORS.

2.- OBSERVING WORKERS ON SITE

INTERVIEWS AND OBSERVATIONS PROVIDE THE

FOLLOWING INFORMATION:1.- Job objectives

2.- Specific task required to achieve objectives

3.- Performance standards4.- Knowledge and Skills necessary

5.- Education and experience required

ANALYZING DATA

THE DATA GATHERED WILL BE USED TO DEVELOP:

JOB DESCRIPTIONS

JOB SPECIFICATIONS

JOB DESCRIPTIONS

Detailed written statements that describe jobs.

List of very specific duties and directions for performing jobs.

Three important questions most be answered:

1.- What is to be done? 2.- When is it done? 3.- Where is it done?

JOB DESCRIPTION PARTS:

1. HEADING

2. A SUMMARY

3. LIST OF SPECIFIC DUTIES

JOB SPECIFICATION

INSTRUMENT TO OUTLINE QUALIFICATIONS NEEDED TO PERFORM A JOB

SPECIFIC SKILLS KIND AND LEVEL OF EDUCATION EXPERIENCE THEY USUALLY REFER TO A MINIMUM

QUALIFICATION STATES STANDARDS FOR JUDGING

QUALIFICATIONS OF APPLICANTS.