Case study on Job Analysis at McDonald’s “I haven’t eaten at a McDonald’s since I became President.” -William J. Clinton BACKGROUND McDonald’s is a leader in convenient foods and beverages‚ with revenues of about $23 billion‚ over 1.6 million employees serving the customer’s all over the globe. The company consists of the snack business of Beverages and Foods. This brand is available in nearly 115countries having more than 24‚500 restaurants in the world which provides 24 hour service
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HUMAN RESOURCE MANAGEMENT SOO CHUNG KIAN LITERATURE REVIEW: JOB ANALYSIS AND JOB DESIGN What Is Job Analysis? Introduction In human resources‚ job analysis plays an important role of it. It provides information regarding positions in the organisation. It is an important topic as well as a vital employment tool which can assist with HR activities and potential and current employees‚ ‘Job analysis is the systematic study of positions to identify their observable duties and responsibilities
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Ergonomic Product Design: Classroom Bench Author: Prof. Shriram M. Sane Co-author: Ms. Varsha Karandikar‚ Paarth Savale‚ Industrial and Production Engineering Department‚ Vishwakarma Institute of Technology‚ 666‚ Upper Indira Nagar‚ Bibwewadi‚ Pune 411037. ABSTRACT Objective: To provide comfort to the students‚ by ergonomic design of the class room benches. As on today in most of the places the benches are designed by the manufacturer‚ who is many a times a furniture dealer and does not
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Job design determines the way work is organized and performed. Job design typically refers to the way that a set of tasks‚ or an entire position‚ is organized. The aim of job design is to improve job satisfaction‚ to improve quality and to reduce employee problems (e.g.‚ grievances‚ absenteeism‚ turnover etc).Good design incorporates the relationship with organizational goals and values and should be well understood in order to align and prioritize the job’s responsibilities. The design should:
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Job Analysis is the process of collecting information about a job. The process of job analysis helps in the preparation of job description and job specification. 1. Job Description This is the objective setting of the job title‚ tasks‚ duties and responsibilities involved in a job. 2. Job specification This involves listing of employee qualifications‚ skills and abilities. These specifications are needed to do the job satisfactorily. Job Description Job Specification A statement containing
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Environmental & Occupational Health HPEO405 | Ergonomics xxxxxxxxxxx Ergonomics July 2009 Title: Ergonomic Analysis 1: Documenting the Problem Grade: 20 % This step‚ which is related to the first specific objective‚ should enable you to produce a progress report by the due date for Assignment #1. This progress report will include: 1. A brief description of the organization (can be one you currently work with‚ one you are interested in working with‚ one that you have researched
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Importance of Ergonomic Workstation Design. If you noticed that you often feel tired or sluggish throughout the work day and experience problems such as back pain‚ neck‚ pain and headaches interfering with productivity levels in the office or workplace‚ you may want to examine your office furniture‚ desks‚ and equipment in order to make your work environment more comfortable for you and the individuals you work with. Many employers are not aware of the fact that each employee requires a customized
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Chapter 5 Job Analysis‚ Job Design and Quality of Work Life Learning Objectives • Explain what is meant by job analysis and job design. • Understand the uses of job analysis. • Describe the content of a job description and a job specification. • Discuss the collection of job analysis data. • Explain the major methods of job analysis. • Discuss competency profiling. • Understand the major approaches to job design. • Discuss quality of work life‚ employee participation and industrial democracy
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(HRPD-701) Instructor: Wenlu Feng Lecture 2: Job Analysis and Job Design (Reference reading: Chapter 2 of the text) Job analysis—The procedure for determining the tasks and responsibilities of each a job‚ and the human attributes (in terms of knowledge‚ skills‚ and abilities) required to perform the job. The outcomes of job analysis will be: Job description (what the job entails)‚ Job specifications (what the human requirements are needed for the job). Job analysis is something called the cornerstone of
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JOB DESIGN Job design also gives information about the qualifications required for doing the job and the reward (financial and non-financial benefits) for doing the job. Job design is mostly done for managers’ jobs. While designing the job‚ the needs of the organisation and the needs of the individual manager must be balanced. Needs of the organisation include high productivity‚ quality of work‚ etc. Needs of individual managers include job satisfaction. That is‚ they want the job to be interesting
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