3CJA- Contributing to the Process of Job Analysis 1.1, 1.2, 2.1 Explain the Principles and Purpose of Job Analysis Job analysis is an important function of HR, which is related with many activities of HR Management. It can help a company to run their staffing activities more efficiently and effectively. It can contribute to cutting costs and time saving. Job analysis can be defined as “A systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job.” It can support recruitment plans, position posting and performance development. When a company creates a new job they must come up with a job analysis of the role so HR knows what kind of job applicant they need to recruit.
What strategies could you use to help the team member understand the goals of the organisation and the team, and realign their work goals to reflect the organisation’s plans and goals? Activity 3 * 1 Which of the time stealers found here could impact on your personal performance in varying work conditions? Using the table provided, mark the areas that might affect your personal performance. Which of the time stealers you marked on the list can be fixed by you? What method would you use for dealing with each of the time stealers and thereby improving your personal performance?
In this type of decision making process, the various types of constraints that affect the decision are financial, legal, market, human, and organizational. Each of these constraints potentially can affect another, which in turn affects the organization. Another technique used to assist in the simulation was Pareto Analysis. In this technique the team was able to prioritize the possible changes by identifying the problems that would be resolved once the changes were implemented. Proposing a new variable pay scale, will affect how the employees are performing, sales, profitability, attrition, as well as the overall well-being of the store.
The tools that are available are the Rights and Responsibility Lens and the Results Lens. When using the Rights and Responsibility Lens I was able to focus on an employee's duty. The tools involve asking questions regarding motive, reversibility, prior agreements and general expectations. The Results Lens focuses on a choice that gives results that make a better long term turn out. The questions that occur with this tool are questions regarding influence factor, criteria for happiness, units of happiness and greatest good.
These resources could be skills within the team, they could be experience or an experienced member of the team, and potentially they could even be financial resources that will help the team achieve what it needs to within the business. Co-ordination of team resources may involve deciding which members of the team would best utilize the training resources to improve the performance of the team on a whole and how the training could be shared; but as long as the team is working together in a co-ordinated way it should meet targets. Monitoring of team performance: The monitoring of team performance allows the team leader or manager to evaluate how well their subordinates are working, to assist their subordinates the team leader would have to effectively utilize resources. If resources are used ineffectively then it can be detrimental to the team’s performance e.g. a call operator may spend too long on each call, this would tire them out and drag the rest of the team’s performance down with them.
Unit 16: Human Resource Management in Business (10 Credits) Assessment Sheet Name: ……………………………………………………………………………… Assessment Criteria Achieved Pass 1 Describe the internal and external factors to consider when planning the human resource requirements of an organisation Pass 2 Describe how the skills that employees require to carry out jobs in an organisation are identified Pass 3 Outline how an organisation motivates it’s employees Pass 4 Explain how organisations obtain the cooperation of their employees Pass 5 Explain how employee performance is measured and managed Merit 1 Explain why human resource planning is important to an organisation Merit 2 Compare the use of motivation theories in an organisation Merit 3 Explain how the results from measuring and managing performance inform employee development Distinction 1 Suggest, with justification, ways of improving motivation in an organisational setting Distinction 2 Assess the importance of measuring and managing employee performance at work P1 M1 D1 Points per credit (x credits) P2 M2 D2 P3 Pass Merit Distinction P4 P5 Level 3 P6 Final Grade Conversion Table: Pass Merit Distinction Distinction* Overall Grade: Pass / Merit / Distinction In submitting your work for assessment, you are confirming that the work is your own. On completion of this unit, this document must be signed as a declaration that the work submitted is your own: Assessor Signature: ………………… Date: ………… Student Signature: …………………………… Date: ………… Scenario One You work for a HR consultancy firm that has just taken on some new
Examples include a situation where there is a perceived or potentially unfair difference in pay, work schedule, assignments, permission to telework, access to training and development, opportunities for travel, opportunity for promotion, etc. Note: If you are a manager and prefer to examine this from the perspective of a supervisor you may do so. 2. Analyze the situation using the knowledge gleaned
2) Appraisal, Training and Performance Records An organisation can collect Performance Appraisals and use the data from this process to see how many appraisals were completed by each Manager or department and see if there are any learning or Training and development needs within the organisation. By keeping training and performance records on employees, this enables the management to assess individual productivity and performance. This will allow the organisation to help the employee reach their full potential which could increase productivity. Two Types Of Data Collected and How Each Supports HR Data to support HR can be both quantative and qualatitive. Quantative data can be statistically measured and often uses closed questions.
It firstly identifies the skills matrices for the organisation and then delves into what the current competencies are of each individual against this predefined set of skills required to fulfill a specific role. The outcome of the skills audit process is a skills gap analysis. This information will enable the organisation to improve by providing the appropriate training and development to individuals to cater for the identified skill gaps. The skills audit process will also provide information which can be used for purposes such as internal employee selection and to ensure that the correct person is deployed in each position. 2.
2. Explain the importance of measuring competencies Competencies are what organizations’ need to know and understand. Strategies implement the competent force of employees. Many organizations develop competency representations aligned with organizational strategy and have linked them to Human Resources (HR) processes. A competency ideal describes the combination of knowledge, skills, and qualities needed for employees.