PORTFOLIO ASSIGNMENT Due date: Complete assignment due Week 9 PART 1: HUMAN RESOURCE FORECASTING Reference: Adapted from Human Resource Forecasting Assignment‚ pp 108 – 110 in Nkomo‚ S. M.‚ Fottler‚ M. D.‚ McAfee‚ R. B. (2008) Human Resource Management Applications: Cases‚ Exercises‚ Incidents‚ and Skill Builders‚ 6th Edition Due date: Week 9 LEARNING OBJECTIVES • Practice in forecasting an organisation’s people needs • To familiarize you with some of the factors that affect an
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1. Importance of appearance in western society/cultural differences It is a well-established fact that physical appearance is of great relevance in our modern society. We consider attractiveness to be either almost as important‚ equally important or even more importance than other qualities‚ such as intelligence or charisma. Thus‚ attractiveness must also have some significance in politics. 2. Increased mediatisation of politics With all of the recent advances in technology‚ politics
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JOB DESCRIPTION & SPECIFICATIONS Job description (identifies what the job involves DOING) ↓ Person specification (identifies the type of PERSON required to do the job) The aim of the person specification is to provide a list against which applicants can be assessed. One of the traditional checklists for preparing a person specification is Rodger’s 7-point plan which includes the headings (1) Physical make up e.g. height‚ weight‚ speech‚ personal appearance. (2) Attainments
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HUMAN RESOURCE MANAGEMENT ASSIGNMENT 1 DETAILS OF METHODS OF GETTING INFORMATION FOR JOB ANALYSIS Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job. It involves job description (determining the duties and skill requirements of a job) and job specification (determining the kind of person who should be hired for the job). The methods of Job Analysis are as follows: 1. INTERVIEW METHOD This tool is considered to be very
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the | | |Uses of Job Analysis Information |methods of conducting a job analysis. The tasks of | | |Steps in Job Analysis |writing job descriptions and job specifications are also | | |Methods of Collecting Job Analysis Information |outlined. Finally‚ he discusses the trends of enlarging | | |The Interview
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information about _____ an HR specialist may collect during a job analysis. a. work activities b. human behaviors c. human requirements d. performance standards e. job context (c; moderate; p. 112) 3. Information regarding matters such as physical working conditions and work schedule is included in the information about _____ an HR specialist may collect during a job analysis. a. work activities b. human behaviors c. machines‚ tools‚ equipment‚ and work aids d. performance standards e
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Methods of Job analysis 6 2.5 Benefits of Job analysis 6 3. JOB DESCRIPTION 7 3.1 Concept of Job description 7 3.2 Components of job 7 3.3 Purpose of Job description 8 3.4 Criticism of Job description 8 4. JOB SPECIFICATION 9 4.1 Advantages of job specification 9 4.2 Problems of Job specification 9 5. JOB DESIGN 10 6. JOB ANALYSIS INTERVIEW 10 6.1 SELECTED QUESTIONNAIRES USED IN THE INTERVIEW 10 7. JOB DESCRIPTION 13 8. REFLECTION 14 9. REFERENCES 15 10. APPENDICS 16
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process used to collect information about the duties‚ responsibilities‚ necessary skills‚ outcomes‚ and work environment of a particular job. This includes identifying the knowledge‚ skills and abilities needed. 2. Job Description & Person Specification Job Description Job descriptions are written statements that describe the: duties‚ responsibilities‚ and how it is done. Person Specification The skills that a job candidate must have in order to complete the tasks of a position offered by a company
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incidents technique • Position Analysis Questionnaire 7 How is Job Description Information Made Useful? 8 Job description • • • • • • • • • Job identification Job summary Relation to other jobs Location in hierarchy Tools used Responsibilities Condition of work Location of work hazards 9 Job specification • • • • • • • education Experience Training Initiative Physical effort Physical skills Communication skills 10 Use of job analysis • employment
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GB 540: Macroeconomics Randy Worthy Graduate Student February 8‚ 2011 “….companies were increasingly dependent on the knowledge worker..the new worker who worked not primarily physically with his body doing physical labor‚ but with his mind…all workers were of significant actual and potential value to the firm…labor was not an expense; labor was added value‚ a resource‚ potentially the greatest resource that an organization possessed”
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