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Sherman Chui

2017-2018-2

GUANGDONG UNIVERSITY OF FOREIGN STUDIES

Human

Resource

Management

HR Management Syllabus

Week 1 Course Introduction

Week 2 HRM Overview

Week 3 Job Analysis + Job Requirements

Week 4 Staff Training

Week 5 Performance Appraisals

Week 6 What Counts Factor

Week 7 No class (广交会)

Week 8 No class (广交会)

2-230 Tue. 12:30-13:50

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HR Management Syllabus

Week 09 No class (广交会，劳动节)

Week 10 Interview Skills I

Week 11 Interview Skills II

Week 12 Dress for Success

Week 13 Dress for Success Workshop

Week 14 Winning Start in Company

Week 15 Final Presentations Week 1

Week 16 Final Presentations Week 2

2-230 Tue. 12:30-13:50

Organization Chart- Line Management and Staff Management

Job Analysis- What is job analysis?- Approaches to Job Analysis- Job Title

Job Description- What‘s the problems of job description?- How to write a clear job description?

Flexible Work Schedule/Place

Job Analysis & Job Requirements

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Organization Chart

Line Mgt. VS Staff Mgt.

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C-Level Executive

Q: Whom should you report to if there are two superiors?

A: Whoever promotes, fires, approves holidays/leaves, raise your salary.

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What is a Job?

• Job

– A group of related activities and duties

• Position

– The different duties and responsibilities performed by only one employee

• Job Family

– A group of individual jobs with similar characteristics

Job

Job Job Job

Job Requirements

• Job Specification

– Statement of the needed knowledge, skills, and abilities (KSAs) of the person who is to perform the job

– Since 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 Description

– Statement of the tasks, duties, and responsibilities (TDRs) of a job to be performed

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Relationship of Job Requirementsto Other HRM Functions

Job Requirements

Recruitment

Selection

Performance Appraisal

Training and Development

Compensation Management

Determine recruitment qualifications

Provide job duties and job specifications for selection

process

Provide performance criteria for evaluating employees

Determine training needs and develop instructional programs

Provide basis for determining employee’s rate of pay

What is Job Analysis?

• The process of obtaining information about jobs by determining 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.

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Performing Job Analysis

1. Select jobs to study

2. Determine information to collect: Tasks, responsibilities, skill requirements

3. Identify sources of data: Employees, supervisors/managers

4. Methods of data collection: Interviews, questionnaires, observation, diaries and records

5. Evaluate and verify data collection: Other employees, supervisors/managers

6. Write job analysis report

Gathering Job Information

• Interviews• Questionnaires• Observations• Diaries

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Doing Right Things

Doing Things Right

RTW RTR

WTRWTW

Job Analysis

Approaches to Job Analysis

• M - Measure• E - Eliminate• R - Re-engineer• A - Automate

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P&G Warehouse

CASE 1

What is Job Description?

A written description of a job and the types of duties it includes.

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Exercise: Job analysis of your husband

Key Elements of a Job Description• Job Title

– Indicates job duties and organizational level

• Job Identification

– Distinguishes job from all other jobs

• Essential Functions (Job Duties)

– Indicate responsibilities entailed and results to be accomplished

• Job Specifications

– Skills required to perform the job and physical demands of the job

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Job title

CEODirectorSales ManagerManager Assistant…

– Provides status to the employee.

– Indicates what the duties of the job entails.

– Indicates the relative level occupied by its holder in the organizational hierarchy.

• Job Identification Section

-Departmental location of the job

-Person to whom the jobholder reports

-Date the job description was last revised

-Payroll or code number

-Number of employees performing the job

-Number of employees in the department

where the job is located

-O*NET code number.

-“Statement of the Job”

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• Job Specifications Section

– Personal qualifications an individual must possess in order to perform the duties and responsibilities

• The skills required to perform the job:

– Education or experience, specialized training, personal traits or abilities, interpersonal skills or specific behavioral attributes, and manual dexterities.

• The physical demands of the job:

– Walking, standing, reaching, lifting, talking, and the condition and hazards of the physical work environment.

Job Specification of P&G Product Safety & Regulatory Affairs Manager

• 1. Preferred years experience in regulatory affairs for China or Asia for beauty care, oral care, paper, foods industry or pet cares, or years experiences in government agencies, testing labs related to aforementioned products.

• 2. History of successful management of regulatory compliance (including registration) for a or multi-categories of consumer products in China or Asia ..

• 3. Educational background in a life science, chemistry, biology, biochemistry, polymer etc… Prefer master degree.

• 4. Good written and oral communication skills (Chinese and English).

• 5. Proactive leadership, project management skills and effective communication skill.

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• Essential Functions (Job Duties/Responsibility)

Job Description for an Employment Assistant (cont’d)

Q: What’s the Problems with Job Description?

1. If poorly written, they provide little guidance to the jobholder.

2. They are not always updated as job duties or specifications change.

3. They may violate the law by containing specifications not related to job success.

4. They can limit the scope of activities of the jobholder, reducing organizational flexibility.

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How to Write Clear Job Description• Create statements that:

– Are terse, direct, and simply worded; eliminate unnecessary words or phrases.

– Describe duties with a present-tense verb, the implied subject being the employee performing the job.

– Use “occasionally” to describe duties performed once in a while and “may” for duties performed only by some workers on the job.

– State the specific performance requirements of a job based on valid job-related criteria.

Example of Job Description

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Flexible Work Schedule / Place

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Flexible Work Schedule

• Job Sharing• 2 part-time employees perform a job that otherwise would be held by one full-time employee

• Telecommuting• Use of personal computers , networks, and other communications technology such as fax machine to do work in the home that is traditionally done in the workplace.

Flextime

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Compressed Workweek

Under the compressed

workweek, the number

of days in the workweek is

shortened by lengthening

the number of hours

worked per day.

Flexible Work Place

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Organization Chart- Line Management and Staff Management

Job Analysis- What is job analysis?- Approaches to Job Analysis- Job Title

Job Description- What‘s the problems of job description?- How to write a clear job description?

Flexible Work Schedule/Place

Conclusion