Part One

Introduction and Background of Human Resources

The University of Cambodia_UC

The Tony Fernandes School of Business_TTFS
HRM201: Introduction to Human Resource Management
Instructor: HENG SEREY RATHANA_BA.BS.MA.MBA.MCE.Ph.d Candidate

Academic: 2020
THE TONY FERNANDES SCHOOL OF BUSINESS THE UNIVERSITY OF CAMBODIA

Learning Objective
Phnom Penh , Cambodia

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Learning Objective
Phnom Penh , Cambodia

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Learning Objective
Phnom Penh , Cambodia

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Learning Objective
Phnom Penh , Cambodia

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Phnom Penh , Cambodia

1
The first step in the process of acquiring the organization’s human resources is to specify
precisely the kind of work that needs to be done and just how that work should be done.
Job analysis is “the process of determining and reporting
pertinent information relating to the nature of a specific
job. It is the determination of the tasks that comprise the
job and the skills, knowledge, abilities, and responsibilities
required of the holder for successful job performance.”
https://www.businessmanagementideas.com/job/job-design-
methods-rotation-simplification-enlargement-and-enrichment-of-
jobs/2517

Job design is the process of structuring work and

designating the specific work activities of an
individual or group of individuals to achieve certain
organizational objectives. Job design addresses the
basic question of how the job is to be performed,
who is to perform it, and where it is to be performed.
http://learnersdestination.com/job-analysis/

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THE TONY FERNANDES SCHOOL OF BUSINESS THE UNIVERSITY OF CAMBODIA
Phnom Penh , Cambodia

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Phnom Penh , Cambodia

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Phnom Penh , Cambodia

https://www.iedunote.com/job-design

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THE TONY FERNANDES SCHOOL OF BUSINESS THE UNIVERSITY OF CAMBODIA
Phnom Penh , Cambodia

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THE TONY FERNANDES SCHOOL OF BUSINESS THE UNIVERSITY OF CAMBODIA
Phnom Penh , Cambodia

2
Job Analysis involves determining the tasks that comprise the job and the skills, knowledge, abilities, and
responsibilities required of the holder for successful job performance. The end product of a job analysis is a
job description, which is a written description of the actual requirements of the job.
Job definition. A job analysis results in a description of the duties and responsibilities of the job.
Job redesign. A job analysis often indicates when a job needs to be redesigned.
Selection and placement. Selection is basically a matter of properly matching an individual with a job.
Orientation. Effective job orientation cannot be accomplished without a clear understanding of the job requirements
Training. Job analysis affects many aspects of training. Whether or not a current or potential jobholder needs additional training can
be decided only after the specific requirements of the job have been determined through a job analysis.
Career counseling. Managers and human resource specialists are in a much better position to counsel employees about their
careers when they have a complete understanding of the different jobs in the organization.
Employee safety. A thorough job analysis often uncovers unsafe practices and/or environmental conditions
associated with a job.
Performance appraisal. The objective of performance appraisal is to evaluate an
individual employee’s performance on a job.
Compensation. A proper job analysis helps ensure that employees receive fair
compensation for their jobs.
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Phnom Penh , Cambodia

2
These results are normally presented in the form of a job description and a job specification.

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Phnom Penh , Cambodia

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https://www.onetonline.org/

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2
Top management support is missing. Top management should at least make it clear to all
employees that their full and honest participation is extremely important to the process.

Only a single means and source are used for gathering data.

The supervisor and the jobholder do not participate in the design of the job analysis procedure.
No training or motivation exists for jobholders. Job incumbents are potentially a great
source of information about the job.

Employees are not allowed sufficient time to complete the analysis

Activities may be distorted. Without proper training and preparation, employees may
submit distorted data, either intentionally or not.

Participants fail to critique the job. Many job analyses do not go beyond the initial phase
of reporting what the jobholder currently does.

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3
Job scope refers to the number and variety of different tasks performed by the jobholder. In a job
with narrow scope, the jobholder performs a few different tasks and repeats those tasks frequently.
The negative effects of jobs limited in scope vary with the jobholder, but can result in more errors
and lower quality.
Job depth refers to the freedom of jobholders to plan and organize their own work, work
at their own pace, and move around and communicate as desired. A lack of job depth can
result in job dissatisfaction, which in turn can lead to tardiness, absenteeism, and even sabotage.

A job can be high in job scope and low in job depth, or vice versa.

The job design process can generally be divided into three phases:
1. The specification of individual tasks: What different tasks must be performed?
2. The specification of the method of performing each task: Specifically, how will
each task be performed?
3. The combination of individual tasks into specific jobs to be assigned to
individuals: How will the different tasks be grouped to form jobs?

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THE TONY FERNANDES SCHOOL OF BUSINESS THE UNIVERSITY OF CAMBODIA
Phnom Penh , Cambodia

The sociotechnical approach to job

design was first introduced as an
alternative to viewing job design strictly
as a matter of specializing the job as
much as possible. The thrust of the
sociotechnical approach is that both the
technical system and the
accompanying social system should be
considered when designing jobs.

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Phnom Penh , Cambodia

3
The physical work environment, which includes factors such as temperature, humidity, ventilation,
noise, lighting, color, and spatial density, can have an impact on the design of jobs.

Flextime, or flexible working hours, allows

employees to choose, within certain limits, when
they start and end their workday.

Telecommuting is the practice of working at home or

while traveling and being able to interact with the
office.

Job sharing is a relatively new concept whereby two

or more part-time individuals perform a job that
would normally be held by one full-time person.

Contingent worker Employees who are independent

contractors and on-call workers or temporary short-
term workers.

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4 HOMEWORK-04
QUESTIONS
1. Define job analysis and job design.
2. Differentiate among the terms duties, position, and job.
3. From a human resource manager’s viewpoint, what are several potential uses of a job analysis?
4. Define job descriptions and job specifications. How do they relate to the job analysis process?
5. Briefly describe four of the most frequently used methods for analyzing jobs.
6. Briefly describe O*NET.
7. What are some potential problems associated with job analysis?
8. What is the sociotechnical approach to job design?
9. Briefly explain the following types of alternative work schedules: flextime, telecommuting, and job
sharing
10. What differentiates contingent workers from other employees?
11. What method of job analysis do you think would be most applicable for jobs in a large
grocery store? For jobs in a public library?

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