内容课件资料课件week 3.pptVIP

CH-4 ? 2012 South-Western, a part of Cengage Learning * Step 1: Position Description Job description section: A position description is a statement of the major activities involved in performing the job and the conditions under which these activities are performed Job specification section: A statement of type of person who could best perform the role – not what they look like but the qualifications, experience, and particular qualities, e.g., customer service skills, required to perform the job. CH-4 ? 2012 South-Western, a part of Cengage Learning * Job Analysis A systematic study of a job to identify its major components Job, Tasks, Working conditions and KSAOs Step 2: Task Identification Focuses on the behaviours performed within the job CH-4 ? 2012 South-Western, a part of Cengage Learning * Sources for Task Needs Analysis Technique for Obtaining Job Data HRD Need Implications 1. Job Descriptions Outlines the job in terms of typical duties and responsibilities but is not meant to be all-inclusive. Helps define performance discrepancies. 2. Job Specifications or Task Analysis List specified tasks required for each job. More specific than job descriptions. Specifications may extend to judgments of knowledge, skills, and other attributes required of job incumbents. 3. Performance Standards Objectives of the tasks of job and standards by which they are judged. This May include baseline data as well. SOURCE: Academy of Management Review by M. L. Moore, P. Dutton. Copyright 2005 by ACAD OF MGMT. Reproduced with permission of ACAD OF MGMT in the format Textbook via Copyright Clearance Center Table 4.5 CH-4 ? 2012 South-Western, a part of Cengage Learning * Sources for Task Needs Analysis Technique for Obtaining Job Data HRD Need Implications 4. Perform the Job Most effective way of determining specific tasks but has serious limitations the higher the level of the job in that performance requirements typically have longer gaps between performance and resulting ou