HospitalityHRChapter-2

,Logo,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,Company,Logo,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,Hospitality Human Resource Management,Chapter 2,Job Analysis and,Job Design,HR Planning,What job titles do I need to create?,What is the content of each job?,How many jobs are necessary?,How will the jobs fit together?,What qualifications will people need?,What should each person be trained?,How should you measure performance?,How much should you pay people?,Imagine that youve been selected to open the business in Travel & Tourism Industry or Hospitality Industry.,Functions of Job Analysis,Job Analysis & Job Design,Job Analysis: The Most Basic HR Management Tool,Steps in Job Analysis,Steps 1: Select Jobs for Analysis,When should we select which jobs to analyze,?,-once per year,-every three years,How often the job is analyzed depends on primarily on the degree of change associated with the position.,Steps 1: Select Jobs for Analysis,Steps 2: Determine What information to Collect,Breaking a job down to understand what goes on and how it can be improved requires the following information:,Steps 3: Determine How to Collect the Information,Methods of Collecting Job Analysis Information,Steps 3: Determine How to Collect the Information,Observation:,The simplest and least expensive method of collecting job analysis information.,-,Managers simply watch employees at work and make detailed notes of the tasks and behaviors each performance.,Steps 3: Determine How to Collect the Information,Observation:,Drawbacks:,-Managers may not be able to devote the need time,Hawthorne Effect,Observers certain biases,Watching without being obtrusive or getting in the way,Observation objects,Difficult to determine how to observe work,May not very useful when analyzing a managers job,Steps 3: Determine How to Collect the Information,Perform the job:,One of the best ways to understand the intricacies of a job is to actually do the job.,Steps 3: Determine How to Collect the Information,Interviews:,Interviewing the employees who do the job.,Disadvantages,:,Most people tend to overstate the importance of their work/skills,Susceptible to the,Heisenberg Effect,.,Steps 3: Determine How to Collect the Information,Questionnaires & Checklists :,Questionnaires and Checklists often ask employees to rate their work on a predetermined scale.,These scales are generally designed to evaluate the difficulty, frequency, and importance of the job and the relationship of one job to another.,PAQ MPDQ & MJDQ,Steps 3: Determine How to Collect the Information,Critical incidents:,The critical incident method involves observing and recording actual events that occur at work that, when combined, form a picture of the jobs actual requirements,Steps 3: Determine How to Collect the Information,Performance Evaluations:,-Open-ended discussions between managers and the employees being evaluated,-Two-side discussion:,Managers should give the employee feedback and listen to the employees suggestions for improvement,Steps 3: Determine How to Collect the Information,Diaries:,A cost-effective, comprehensive way to gather information.,Advantages:,Encourage employees to think about the work,(do a better job),Disadvantages:,Time-consuming,Use the diary to create a bias on the part of their employer,Steps 4: Determine Who Collects the Information,Discussion:,How many different factors will determine who collects job analysis information?,What kinds of resources can collect the information?,Professional can be from either inside or outside the company.,Sometimes it is better to employ a third party,Current supervisors or employees,Third party:,-,More objective,-,The objective can be important when presenting unusual or narrow job specifications to the EEOC,Steps 4: Determine Who Collects the Information,Past supervisors or employees,Third party:,-,unfamiliar with the job requirements,Steps 4: Determine Who Collects the Information,Advantages for using current staffs,Disadvantages for using current staffs,Former staffs,Teams under analysis,Steps 5: Process the Information,The goal of information processing is to identify data that will be most useful in defining and describing the work and how to do the job.,Content analysis - The process of identifying topics and arranging information found in collected data is one of the most effective methods of processing data.,Steps 6 & 7: Write Job Description and Specification,2 managerial tools derived from a job analysis,Recruiting,1,Steps 6 & 7: Write Job Description and Specification,Functions of Job Descriptions:,Selection,2,Orientation,3,Training,4,Employee evaluations,5,Promotions and Transfers,6,Steps 6 & 7: Write Job Description and Specification,Key elements of Job descriptions,Job Descriptions & Job Specifications,Job Descriptions & Job Specifications,Job Design,Poor performance and low productivity.,Poorly designed jobs can lead to unnecessary stress and low job satisfaction;,low motivation, high employee turnover, and high rates of absenteeism,To redesign jobs through flowcharting,1. Job simplification,2. Job enlargement,3. Job enrichment,4. Job rotation,5. Team building,Job Simplification,Sometimes called time and motion analysis.,Involves breaking down jobs into their smallest components and assessing how work is done in each.,Useful when the skills required to perform the tasks are not extensive and/or do not require a great deal of managerial involvement.,Job Enlargement,Sometimes called horizontal job expansion.,Is the process of broadening jobs by adding tasks involving similar skills and abilities together.,Can help to motivate employees who perceive increased responsibility as a step toward advancing their careers.,Job Enrichment,Sometimes called vertical job expansion.,Involves responsibilities being added to an employees job that are not extremely similar to the tasks the employee performs.,Differs from job enlargement in that it does not typically give the employee additional levels of responsibility, but just requires him or her to perform additional tasks.,Job Rotation,Often used to alleviate some of the boredom employees face when performing the same job repeatedly.,Occurs when an employee responsible for certain tasks performs them only for a specific period before being rotated to another position with different job responsibilities.,Requires that employees be,cross-trained,in several different jobs.,Team Building,Directs goals and rewards toward team efforts rather than toward individual efforts.,Views employees as members of work groups rather than as individuals.,Encourages employees to work well together and to assist one another.,Often requires several training sessions to get started and can sometimes lead to counterproductive competition among groups.,Classifications of Employees,What type (or classification) of employee best fits the organizations needs?,Answer the following questions:,What size is the organization?,What is the corporate culture of the organization?,What type of image does the organization wish to,project?,What is the labor market like?,typically work at least 30-40 hours per week,on the regular company payroll,often receive benefits,Permanent Employees,Temporary employees,Part-time employees,Outsourced employees,Alternative Employees,The labor force of an organization can be broken down into 2 main categories:,Classifications of Employees,Staffing Guides,Staffing guides are scheduling and control tools that enable management to determine the number of labor hours and employees required to operate smoothly.,Functions,:,- to help managers control employee productivity and performance,- to estimate labor expenses for their labor budgets,- achieving profitability,Staffing Guides,To understand the development and use of staffing guides, manager must know the meaning of several key terms:,Productivity,Productivity standards,Performance standards,Labor forecasting,Fixed Labor expenses VS Variable labor expenses,Staffing Guides,The step-by-step procedure for managers to develop a staffing guide:,Set productivity standards,Determine the total anticipated sales and guest count,Determine the number of employees required,Determine the total labor hours,Estimate the labor expense,