人力资源管理2(双语).pptVIP

* * * * * * * * * * Sample of Job Description and Job Specification General Qualifications Requirements 2. Knowledge, Skills, And abilities Ability to read, analyze, and interpret common scientific and technical journals, financial reports, and legal documents. Ability to define problems, collect data, establish facts, and draw valid conclusions. 3. Responsibility Manages three subordinate supervisors who supervise a total of five employees in the Marketing Department. Job Analysis and the Manager’s Job Managers have two primary job analysis roles: Help HR professionals complete the analysis Implement job analysis results in their day-to-day activities How the HRM Department Can Help The HRM department serves two primary roles with regard to job analysis: Gain the support of upper management Plan and implement a job analysis project HRM Skill-Building for Managers In some organizations, managers, rather than the HR professionals, conduct job analyses. This is a more efficient approach when many jobs need to be analyzed, because job analyses can be completed much more quickly if conducted by each line manager rather than a single HR professional. HRM Skill-Building for Managers Collecting job analysis information When interviewing workers for the purpose of job analysis, adhere to the following guidelines: State the purpose of the interview Structure the interview Steer the interview Record the interview Close the interview Roles and Responsibilities in JA Line Managers Participate in planning With HR, determine jobs to be analyzed Decide who should conduct JA Identify incumbents to participate and facilitate participation Provide documents Participate in interviews and questionnaires Employees Participate in planning Understand importance and purpose of JA Inform mgr when JA needed Provide accurate JA info Adapt to new job demands Use JA for career planning HR Professionals Participate in planning Communicate importance of JA With line mgrs, determ