Power point manajemen sumber daya manusia

2010 South-Western, a part of Cengage Learning. Job AnalysisJob AnalysisThe process of obtaining information about jobs by determining what the duties, tasks, or activities of jobs are.HR managers use the data to develop job descriptions and job specifications that are the basis for employee performance appraisal and development.The ultimate purpose of job analysis is to improve organizational performance and productivity. Relationship of Job Requirementsto Other HRM FunctionsJob RequirementsRecruitmentSelectionPerformance AppraisalTraining and DevelopmentCompensation ManagementDetermine recruitment qualificationsProvide job duties and job specifications for selection processProvide performance criteria for evaluating employeesDetermine training needs and develop instructional programsProvide basis for determining employees rate of pay 2010 South-Western, a part of Cengage Learning. Job RequirementsJob SpecificationStatement of the needed knowledge, skills, and abilities (KSAs) of the person who is to perform the jobSince Griggs v Duke Power and the Civil Rights Act of 1991, job specifications used in selection must relate specifically to the duties of the job.Job DescriptionStatement of the tasks, duties, and responsibilities (TDRs) of a job to be performed 2010 South-Western, a part of Cengage Learning. What is a Job?JobA group of related activities and dutiesPositionThe different duties and responsibilities performed by only one employeeJob FamilyA group of individual jobs with similar characteristics 2010 South-Western, a part of Cengage Learning.

Learning OutcomesAfter studying this chapter, the students should be able to :Explain why job analysis is a basic HR toolThe reasons for conducting job analysisBina Nusantara University* Job Analysis6Matakuliah: J0124-Manajemen Sumber Daya ManusiaTahun : 2010

Power point manajemen sumber daya manusia