Study Notes: People Management

Job analysis

The management of a business need to determine what work needs to be done. Job analysis is a key part of this need.

Job analysis concentrates on what job holders are expected to do. It provides the basis for a job description, which in turn influences decisions taken on recruitment, training, performance appraisal and reward systems.

What is contained in a job analysis?

A job analysis would typically contain:

Job purpose What is the job meant to do - and how does this related to other parts of the business?
Job content Duties and responsibilities
Accountabilities What results / outputs is the job holder responsible for?
Performance criteria How will the job holder's performance be measured?
Resource requirements E.g. equipment, location

 

How is a job analysis carried out?

Several techniques should be used to complete an effective job analysis:

- Research business documents - e.g. procedures manuals

- Ask relevant managers about the requirements and purpose of the job; what are the key activities; what relationships does the job have with other posts. Develop a comprehensive profile through these discussions

- Interview the existing job holder (if the job already exists) -e.g. ask store managers in retail stores and build a profile from asking those who actually do the job

- Observe the job holders to see what they really do

The key information that needs to be collected includes:

- Job title

- Main duties and tasks

- Targets and performance standards that the job holder is required to achieve

- The amount of supervision that is normally given / freedom of decision-making in the job

- Skills and/or qualifications needed for the job (including personal skills)

 

 


 

HRM Strategy

HRM introduction  HRM objectives  HRM influences  Hard & Soft HRM  

Organisational Structure

Org charts  Delayering  Span of control  Centralisation & decentralisation  Matrix structures  

Motivation at work

What is motivation?   Theory - Maslow  Theory - Herzberg  Theory - Taylor  Theory - McGregor  

Financial motivation  Pay Package  Time rate  Piece rate  Commission  Performance pay  

Share options  Job rotation  Job enlargement  Delegation & empowerment  

Recruitment & Training

Recruitment intro  Internal / external  Job descriptions  Interviews  Job analysis  

Job advertising  Person specification  Training - intro  Induction training  On-the-job training  Off-the-job training  

Workforce planning

Workforce planning  Flexible working  Benefits & issues  Labour supply  Workforce roles & workload  

Annual hours  Job sharing  Temporary staff  Teleworking   Flexible hours  

Communication

Overview  Barriers  Benefits  Employee Representation  


 

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