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Chapter 2 Job Analysis and Job Design

Chapter 2 Job Analysis and Job Design. Managing Hospitality Human Resources 4 th Edition (357TXT or 357CIN). Competencies for Job Analysis and Job Design. Explain the importance of job analysis and identify how to analyze jobs in the hospitality industry.

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Chapter 2 Job Analysis and Job Design

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  1. Chapter 2 Job Analysis and Job Design Managing Hospitality Human Resources 4th Edition (357TXT or 357CIN)

  2. Competencies forJob Analysis and Job Design • Explain the importance of job analysis and identify how to analyze jobs in the hospitality industry. • Describe how the results of job analysis are used in job descriptions and job specifications. • Explain the function of job design, and describe how managers apply techniques of job design. • Describe the classifications of employees that make up an organization’s labor force. (continued)

  3. Competencies forJob Analysis and Job Design (continued) • Explain the importance of a staffing guide and identify the steps involved in developing a staffing guide. • Apply trend line and moving average techniques to forecast business volume and labor needs.

  4. Steps in Job Analysis • Select jobs for analysis. • Determine what information to collect. • Determine how to collect the information. • Determine who collects the information. • Process the information. • Write job descriptions and job specifications.

  5. Information Collected for Job Analysis • Actual work activities • Tools, equipment, and other necessary work aids • Job context • Personal characteristics • Behavior requirements • Performance standards

  6. Collecting Job Analysis Information • Observation • Perform the job • Interviews • Questionnaires and checklists • Critical incidents • Performance evaluations • Diaries • Variety of methods

  7. Uses of the Job Description • Recruiting • Selection • Orientation • Training • Employee evaluations • Promotions and transfers

  8. Key Elements of the Job Description • Job identification data • Job summary • Job duties • Job environment • Job specifications • Minimum qualifications

  9. Job Design Techniques • Job simplification • Job enlargement • Job enrichment • Job rotation • Team building

  10. Employee Categories Permanent: • 30-40 hours/week • on regular payroll • receive benefits Alternative: • temporary • part-time • outsourced

  11. Developing a Staffing Guide • Set productivity standards. • Determine total anticipated sales and guest volume • Determine number of employees required. • Determine total labor hours. • Estimate labor expenses.

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