HospitalityHRChapter-2

CompanyLogoHospitalityHumanResourceManagementChapter2JobAnalysisandJobDesignLogoHRPlanningWhatjobtitlesdoIneedtocreate?Whatisthecontentofeachjob?Howmanyjobsarenecessary?Howwillthejobsfittogether?Whatqualificationswillpeopleneed?Whatshouldeachpersonbetrained?Howshouldyoumeasureperformance?Howmuchshouldyoupaypeople?Imaginethatyou’vebeenselectedtoopenthebusinessinTravel&TourismIndustryorHospitalityIndustry.LogoFunctionsofJobAnalysisLogoJobAnalysis&JobDesignLogoJobAnalysis:TheMostBasicHRManagementToolLogoStepsinJobAnalysisLogoSteps1:SelectJobsforAnalysisWhenshouldweselectwhichjobstoanalyze?-onceperyear-everythreeyearsHowoftenthejobisanalyzeddependsonprimarilyonthedegreeofchangeassociatedwiththeposition.LogoSteps1:SelectJobsforAnalysisLogoSteps2:DetermineWhatinformationtoCollectBreakingajobdowntounderstandwhatgoesonandhowitcanbeimprovedrequiresthefollowinginformation:LogoSteps3:DetermineHowtoCollecttheInformationMethodsofCollectingJobAnalysisInformationLogoSteps3:DetermineHowtoCollecttheInformationObservation:Thesimplestandleastexpensivemethodofcollectingjobanalysisinformation.-Managerssimplywatchemployeesatworkandmakedetailednotesofthetasksandbehaviorseachperformance.LogoSteps3:DetermineHowtoCollecttheInformationObservation:Drawbacks:-Managersmaynotbeabletodevotetheneedtime-HawthorneEffect-Observer’scertainbiases-Watchingwithoutbeingobtrusiveorgettingintheway-Observationobjects-Difficulttodeterminehowtoobservework-Maynotveryusefulwhenanalyzingamanager’sjobLogoSteps3:DetermineHowtoCollecttheInformationPerformthejob:Oneofthebestwaystounderstandtheintricaciesofajobistoactuallydothejob.LogoSteps3:DetermineHowtoCollecttheInformationInterviews:Interviewingtheemployeeswhodothejob.Disadvantages:-Mostpeopletendtooverstatetheimportanceoftheirwork/skills-SusceptibletotheHeisenbergEffect.LogoSteps3:DetermineHowtoCollecttheInformationQuestionnaires&Checklists:QuestionnairesandChecklistsoftenaskemployeestoratetheirworkonapredeterminedscale.Thesescalesaregenerallydesignedtoevaluatethedifficulty,frequency,andimportanceofthejobandtherelationshipofonejobtoanother.PAQ–MPDQ&MJDQLogoSteps3:DetermineHowtoCollecttheInformationCriticalincidents:Thecriticalincidentmethodinvolvesobservingandrecordingactualeventsthatoccuratworkthat,whencombined,formapictureofthejob’sactualrequirementsLogoSteps3:DetermineHowtoCollecttheInformationPerformanceEvaluations:-Open-endeddiscussionsbetweenmanagersandtheemployeesbeingevaluated-Two-sidediscussion:Managersshouldgivetheemployeefeedbackandlistentotheemployee’ssuggestionsforimprovementLogoSteps3:DetermineHowtoCollecttheInformationDiaries:Acost-effective,comprehensivewaytogatherinformation.Advantages:•Encourageemployeestothinkaboutthework(doabetterjob)Disadvantages:•Time-consuming•UsethediarytocreateabiasonthepartoftheiremployerLogoSteps4:DetermineWhoCollectstheInformationDiscussion:Howmanydifferentfactorswilldeterminewhocollectsjobanalysisinformation?Whatkindsofresourcescancollecttheinformation?LogoProfessionalcanbefromeitherinsideoroutsidethecompany.SometimesitisbettertoemployathirdpartyCurrentsupervisorsoremployeesThirdparty:-Moreobjective-TheobjectivecanbeimportantwhenpresentingunusualornarrowjobspecificationstotheEEOCSteps4:DetermineWhoCollectstheInformationPastsupervisorsoremployeesThirdparty:-unfamiliarwiththejobrequirementsLogoSteps4:DetermineWhoCollectstheInformationAdvantagesforusingcurrentstaffsDisadvantagesforusingcurrentstaffsFormerstaffsTeamsunderanalysisLogoSteps5:ProcesstheInformationThegoalofinformationprocessingistoidentifydatathatwillbemostusefulindefininganddescribingtheworkandhowtodothejob.Contentanalysis-Theprocessofidentifyingtopicsandarranginginformationfoundincollecteddataisoneofthemosteffectivemethodsofprocessingdata.LogoSteps6&7:WriteJobDescriptionandSpecification2managerialtoolsderivedfromajobanalysisLogoRecruiting1Steps6&7:WriteJobDescriptionandSpecificationFunctionsofJobDescriptions:Selection2Orientation3Training4Employeeevaluations5PromotionsandTransfers6LogoSteps6&7:WriteJobDescriptionandSpecificationKeyelementsofJobdescriptionsLogoJobDescriptions&JobSpecificationsLogoJobDescriptions&JobSpecificationsLogoJobDesignPoorperformanceandlowproductivity.Poorlydesignedjobscanleadtounnecessarystressandlowjobsatisfaction;lowmotivation,highemployeeturnover,andhighratesofabsenteeismToredesignjobsthroughflowcharting1.Jobsimplification2.Jobenlargement3.Jobenrichment4.Jobrotation5.TeambuildingLogoJobSimplification•Sometimescalledtimeandmotionanalysis.•Involvesbreakingdownjobsintotheirsmallestcomponentsandassessinghowworkisdoneineach.•Usefulwhentheskillsrequiredtoperformthetasksarenotextensiveand/ordonotrequireagreatdealofmanagerialinvolvement.LogoJobEnlargement•Sometimescalledhorizontaljobexpansion.•Istheprocessofbroadeningjobsbyaddingtasksinvolvingsimilarskillsandabilitiestogether.•Canhelptomotivateemployeeswhoperceiveincreasedresponsibilityasasteptowardadvancingtheircareers.LogoJobEnrichment•Sometimescalledverticaljobexpansion.•Involvesresponsibilitiesbeingaddedtoanemployee’sjobthatar