UNIT - 2

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 (continued) techniques of job design.

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.

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.

Information Collected for Job Analysis

Actual work activities Tools, equipment, and other necessary work aids Job context Personal characteristics Behavior requirements Performance standards

Collecting Job Analysis Information

Observation Perform the job Interviews Questionnaires and checklists Critical incidents Performance evaluations

Uses of the Job Description

Recruiting Selection Orientation Training Employee evaluations Promotions and transfers

Key Elements of the Job Description Job identification data

Job summary Job duties Job environment Job specifications Minimum qualifications

Job Design Techniques

Job simplification Job enlargement Job enrichment Job rotation Team building

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

Alternative: temporary part-time outsourced

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.

Introduction to job analysis

Introduction
Previous experience with job analysis Goals of the session Outline of coverage

Definitions of terms
Job Job analysis Work Analysis

Job Analysis (cont.)

Methods of job analysis
Basic building blocks List the four types of building blocks and one example of each

Job Analysis (cont.)

Uses or Applications
HR Planning HR Staffing HR Management

Choose one application from selection and describe how job analysis serves the application .

Just Do It
Steps in completing a job analysis
Preparation Sampling Collecting data Analyzing data Preparing a report Verification

Applying the Results

Moving from job analysis results to applications
Who owns the information Planning next steps such as an exam plan Collecting more detailed information Executing the plan

Adapting JA to Modern Work Methods

New Directions for Job Analysis
Trends in work (Examples)
Teams Enlarged jobs Personality Factors

Responses
Team level tasks Competencies New lexicon

Important Applications of Job Analysis

Job Description Performance Appraisal Job Evaluation Job Design and Redesign

Job Design

What is Job Design?

Job design refers to how organizations define and structure jobs

Basic Assumption
The way that jobs are organized have a direct affect on how motivated or demotivated employees will be

Advantages to the Organization

Job - Person Fit Increased Performance Maximise Internal Resources Greater Job Satisfaction Reduced Absenteeism & Turnover

Job-Person Fit
Employees are allocated job activities based on individual competencies and realistic job requirements

Increased Performance
Performance increases as employees and jobs are match to maximize the resources of the organization

Maximize Internal Resources

Internal resources are allocated in the most efficient and effective manner to generate the maximum return for capital investment for the organization