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Job analysis defines a job in terms of specific tasks and responsibilities and
identifies the abilities, skills and qualifications
The four major elements in job design are job simplification, job rotation,
job enlargement and job enrichment.
In the job simplification technique, the job is simplified or specialized. A given job is
divided into small sub-parts and each part is assigned to one individual employee. Job
simplification is introduced when job designers feel that the jobs are not specialized
enough.
Job rotation implies systematic movement of employees from one job to the other.
Job remains unchanged but employees performing them shift from one job to the
other. With job rotation, an employee is given an opportunity to perform different
jobs, which enriches his skills, experience and ability to perform different jobs.
Job enlargement means expanding the scope of the job. Many tasks and duties are
aggregated and assigned to a single job. It is opposite to job simplification.
Job enrichment means making the job rich in its contents so that an employee will get
more satisfaction while performing that job. Job enrichment means upgrading of
responsibility, scope and challenge.
External sources
Advantages
The pool of talent is bigger.
New insights skills and know-how can be introduced into the organisation.
It is often cheaper and easier to hire employees from outside the organisation.
Outside employees are not members of existing cliques.
Disadvantages
Attracting and selecting a new employee is more difficult.
New employee adjustment and orientation takes longer.
Morale may suffer among existing employees who have been passed over.
An employee may be selected whose performance is below the standard required or
whose personality does not match with the organisation's culture.
7 Suppose you were a HR manager and were about to start a recruitment and
selection process.
a) What would you do demonstrate an effective equal employment
opportunity to all applicants?
b) How can you demonstrate effective and successful interviews?
a.
The employment advertisement must only state job related criteria. Equal
employment opportunity (EEO) and affirmative action (AA) legislation requires equal
treatment for all members of the community and the elimination of discrimination.
EEO/AA is about merit. It means selecting the best person for the job in terms of their
job-related skills. Candidates are thus treated equally irrespective of differences in
race, sex, religion, nationality or other factors.
As there is often pressure to promote both the job and the organisation in the most
favourable light, the human resource manager must ensure that misleading or
inaccurate information is not used. Failure to do so can create unrealistic expectations
among candidates. In turn, this produces dissatisfaction and high turnover.
The HR manager works closely with line management at the stages of job analysis, job
description, and job specification. If this is done satisfactorily, the HR manager can
continue with the recruiting process without too much contact with line management.