Chapter 2

Job Analysis and Job Design

Managing Hospitality Human Resources
4th Edition
(357TXT or 357CIN)

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 Competencies for
Job Analysis and Job Design
1. Explain the importance of job analysis and identify
how to analyze jobs in the hospitality industry.
2. Describe how the results of job analysis are used in
job descriptions and job specifications.
3. Explain the function of job design, and describe
how managers apply techniques of job design.
4. Describe the classifications of employees that make
up an organization’s labor force.
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 Competencies for
Job Analysis and Job Design
(continued)

5. Explain the importance of a staffing guide and

identify the steps involved in developing a staffing
guide.
6. Apply trend line and moving average techniques to
forecast business volume and labor needs.

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 Steps in Job Analysis
• Select jobs for analysis.
• Determine what information to collect.
• Determine how to collect the information.
• Determine who collects the information.
• Process the information.
• Write job descriptions and job specifications.

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 Information Collected for Job Analysis
• Actual work activities
• Tools, equipment, and other necessary work aids
• Job context
• Personal characteristics
• Behavior requirements
• Performance standards
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 Collecting Job Analysis Information
• Observation
• Perform the job
• Interviews
• Questionnaires and checklists
• Critical incidents
• Performance evaluations
• Diaries
• Variety of methods
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 Uses of the Job Description
• Recruiting
• Selection
• Orientation
• Training
• Employee evaluations
• Promotions and transfers

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 Key Elements of the Job Description
• Job identification data
• Job summary
• Job duties
• Job environment
• Job specifications
• Minimum qualifications

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 Job Design Techniques
• Job simplification
• Job enlargement
• Job enrichment
• Job rotation
• Team building

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 Employee Categories
Permanent:
• 30-40 hours/week
• on regular payroll
• receive benefits

Alternative:
• temporary
• part-time
• outsourced
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 Developing a Staffing Guide
• Set productivity standards.
• Determine total anticipated sales and guest volume
• Determine number of employees required.
• Determine total labor hours.
• Estimate labor expenses.

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