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HRM Function
•JOB ANALYSIS
•JOB DESCRIPTION
•DUTIES
•JOB SPECIFICATION
BASIC CONCEPTS
FORECASTING
GATHER
INTERVIEWING
ON SITE
APPROACH
IN-DEPTH
PREMISES
TASK
KNOWLEDGE
SKILLS
HEADING
SHIFT
SUMMARY
JOB ANALYSIS
 FIRST STEP
 FORECAST HUMAN RESOURCES
NEEDED
 GATHERING INFORMATION
METHODS:
1.- INTERVIEWING WORKERS ON SITE AND
SUPERVISORS.
2.- OBSERVING WORKERS ON SITE
INTERVIEWS AND
OBSERVATIONS PROVIDE THE
FOLLOWING INFORMATION:
1.- Job objectives
2.- Specific task required to
achieve objectives
3.- Performance standards
4.- Knowledge and Skills necessary
5.- Education and experience
required
ANALYZING DATA
 THE DATA GATHERED WILL BE USED TO
DEVELOP:
JOB DESCRIPTIONS
JOB SPECIFICATIONS
JOB DESCRIPTIONS
 Detailed written statements that describe
jobs.
 List of very specific duties and directions
for performing jobs.
 Three important questions most be
answered:
 1.- What is to be done?
 2.- When is it done?
 3.- Where is it done?
JOB DESCRIPTION
PARTS:
1. HEADING
2. A SUMMARY
3. LIST OF SPECIFIC DUTIES
JOB SPECIFICATION
 INSTRUMENT TO OUTLINE
QUALIFICATIONS NEEDED TO
PERFORM A JOB
 SPECIFIC SKILLS
 KIND AND LEVEL OF EDUCATION
 EXPERIENCE
 THEY USUALLY REFER TO A MINIMUM
QUALIFICATION
 STATES STANDARDS FOR JUDGING

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Lesson 4