Case Studies

Topics: Job analysis, Job description, Human resource management Pages: 25 (4967 words) Published: February 16, 2013

PART TWO RECRUITMENT AND PLACEMENT | | | | | | |CHAPTER | |T Four | | | | | | | | | |Job |4 | | |Analysis | | | |Lecture Outline | | | |Strategic Overview |In Brief: In this chapter, Dessler explains the uses of | | |The Nature of Job Analysis |job analysis information and carefully describes the | | |Uses of Job Analysis Information |methods of conducting a job analysis. The tasks of | | |Steps in Job Analysis |writing job descriptions and job specifications are also | | |Methods of Collecting Job Analysis Information |outlined. Finally, he discusses the trends of enlarging | | |The Interview |and de-jobbing positions. | | |Questionnaires | | | |Observation |Interesting Issues: There is a tension in today's | | |Participant Diary/Logs |organizational environment between: a) the desire and | | |Quantitative Job Analysis Techniques |need to clearly define jobs and job expectations, and b) | | |Using Multiple Sources of Information |the trends toward job enlargement and "de-jobbing." The | | |Writing Job Descriptions |news is filled with examples of companies, who have moved | | |Job Identification |toward the enlargement of jobs (usually coupled with | | |Job Summary |reorganization, restructuring, or downsizing) for various | | |Relationships |reasons. This would be a good point to examine some of | | |Responsibilities and Duties |the issues companies are facing with respect to | | |Standards of Performance and Working Conditions |expectations for clear job analysis, design, descriptions,| | |Writing Job Specifications |and specifications. | | |Specifications for Trained Versus Untrained Personnel | | | |Job Specifications Based on Judgment | | | |Job Specifications Based on Statistical Analysis...
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