HospitalityHRChapter-2.pptx
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HospitalityHRChapter-2.pptx
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HospitalityHumanResourceManagement,Chapter2JobAnalysisandJobDesign,HRPlanning,ImaginethatyouvebeenselectedtoopenthebusinessinTravel&TourismIndustryorHospitalityIndustry.,FunctionsofJobAnalysis,JobAnalysis&JobDesign,JobAnalysis:
TheMostBasicHRManagementTool,StepsinJobAnalysis,Steps1:
SelectJobsforAnalysis,Whenshouldweselectwhichjobstoanalyze?
-onceperyear-everythreeyearsHowoftenthejobisanalyzeddependsonprimarilyonthedegreeofchangeassociatedwiththeposition.,Steps1:
SelectJobsforAnalysis,Steps2:
DetermineWhatinformationtoCollect,Breakingajobdowntounderstandwhatgoesonandhowitcanbeimprovedrequiresthefollowinginformation:
Steps3:
DetermineHowtoCollecttheInformation,MethodsofCollectingJobAnalysisInformation,Steps3:
DetermineHowtoCollecttheInformation,Observation:
Thesimplestandleastexpensivemethodofcollectingjobanalysisinformation.-Managerssimplywatchemployeesatworkandmakedetailednotesofthetasksandbehaviorseachperformance.,Steps3:
DetermineHowtoCollecttheInformation,Observation:
Drawbacks:
-ManagersmaynotbeabletodevotetheneedtimeHawthorneEffectObserverscertainbiasesWatchingwithoutbeingobtrusiveorgettinginthewayObservationobjectsDifficulttodeterminehowtoobserveworkMaynotveryusefulwhenanalyzingamanagersjob,Steps3:
DetermineHowtoCollecttheInformation,Performthejob:
Oneofthebestwaystounderstandtheintricaciesofajobistoactuallydothejob.,Steps3:
DetermineHowtoCollecttheInformation,Interviews:
Interviewingtheemployeeswhodothejob.Disadvantages:
Mostpeopletendtooverstatetheimportanceoftheirwork/skillsSusceptibletotheHeisenbergEffect.,Steps3:
DetermineHowtoCollecttheInformation,Questionnaires&Checklists:
QuestionnairesandChecklistsoftenaskemployeestoratetheirworkonapredeterminedscale.Thesescalesaregenerallydesignedtoevaluatethedifficulty,frequency,andimportanceofthejobandtherelationshipofonejobtoanother.PAQMPDQ&MJDQ,Steps3:
DetermineHowtoCollecttheInformation,Criticalincidents:
Thecriticalincidentmethodinvolvesobservingandrecordingactualeventsthatoccuratworkthat,whencombined,formapictureofthejobsactualrequirements,Steps3:
DetermineHowtoCollecttheInformation,PerformanceEvaluations:
-Open-endeddiscussionsbetweenmanagersandtheemployeesbeingevaluated-Two-sidediscussion:
Managersshouldgivetheemployeefeedbackandlistentotheemployeessuggestionsforimprovement,Steps3:
DetermineHowtoCollecttheInformation,Diaries:
Acost-effective,comprehensivewaytogatherinformation.Advantages:
Encourageemployeestothinkaboutthework(doabetterjob)Disadvantages:
Time-consumingUsethediarytocreateabiasonthepartoftheiremployer,Steps4:
DetermineWhoCollectstheInformation,Discussion:
Howmanydifferentfactorswilldeterminewhocollectsjobanalysisinformation?
Whatkindsofresourcescancollecttheinformation?
Professionalcanbefromeitherinsideoroutsidethecompany.Sometimesitisbettertoemployathirdparty,Currentsupervisorsoremployees,Thirdparty:
-Moreobjective-TheobjectivecanbeimportantwhenpresentingunusualornarrowjobspecificationstotheEEOC,Steps4:
DetermineWhoCollectstheInformation,Pastsupervisorsoremployees,Thirdparty:
-unfamiliarwiththejobrequirements,Steps4:
DetermineWhoCollectstheInformation,Advantagesforusingcurrentstaffs,Disadvantagesforusingcurrentstaffs,Formerstaffs,Teamsunderanalysis,Steps5:
ProcesstheInformation,Thegoalofinformationprocessingistoidentifydatathatwillbemostusefulindefininganddescribingtheworkandhowtodothejob.Contentanalysis-Theprocessofidentifyingtopicsandarranginginformationfoundincollecteddataisoneofthemosteffectivemethodsofprocessingdata.,Steps6&7:
WriteJobDescriptionandSpecification,2managerialtoolsderivedfromajobanalysis,Steps6&7:
WriteJobDescriptionandSpecification,FunctionsofJobDescriptions:
Steps6&7:
WriteJobDescriptionandSpecification,KeyelementsofJobdescriptions,JobDescriptions&JobSpecifications,JobDescriptions&JobSpecifications,JobDesign,Poorperformanceandlowproductivity.Poorlydesignedjobscanleadtounnecessarystressandlowjobsatisfaction;lowmotivation,highemployeeturnover,andhighratesofabsenteeism,Toredesignjobsthroughflowcharting,1.Jobsimplification,2.Jobenlargement,3.Jobenrichment,4.Jobrotation,5.Teambuilding,JobSimplification,Sometimescalledtimeandmotionanalysis.,Involvesbreakingdownjobsintotheirsmallestcomponentsandassessinghowworkisdoneineach.,Usefulwhentheskillsrequiredtoperformthetasksarenotextensiveand/ordonotrequireagreatdealofmanagerialinvolvement.,JobEnlargement,Sometimescalledhorizontaljobexpansion.,Istheprocessofbroadeningjobsbyaddingtasksinvolvingsimilarskillsandabilitiestogether.,Canhelptomotivateemployeeswhoperceiveincreasedresponsibilityasasteptowardadvancingtheircareers.,JobEnrichment,Sometimescalledverticaljobexpansion.,Involvesresponsibilitiesbeingaddedtoanemployeesjobthatarenotextremelysimilartothetaskstheemployeeperforms.,Differsfromjobenlargementinthatitdoesnottypicallygivetheemployeeadditionallevelsofresponsibility,butjustrequireshimorhertoperformadditionaltasks.,JobRotation,Oftenusedtoalleviatesomeoftheboredomemployeesfacewhenperformingthesamejobrepeatedly.,Occurswhenanemployeeresponsibleforcertaintasksperformsthemonlyforaspecificperiodbeforebeingrotatedtoanotherpositionwithdifferentjobresponsibilities.,Requiresthatemployeesbecross-trainedinseveraldifferentjobs.,TeamBuilding,Directsgoalsandrewardstowardteameffortsratherthantowardindividualefforts.,Viewsemployeesasmembersofworkgroupsratherthanasindividuals.,Encouragesemployeestoworkwelltogetherandtoassistoneanother.,Oftenrequiresseveraltrainingsessionstogetstartedandcansometimesleadtocounterproductivecompetitionamonggroups.,ClassificationsofEmployees,Whattype(orclassification)ofemployeebestfitstheorganizationsneeds?
Answerthefollowingquestions:
Whatsizeistheorganization?
Whatisthecorporatecultureoftheorganization?
Whattypeofimagedoestheorganizationwishtoproject?
Whatisthelabormarketlike?
typicallyworkatleast30-40hoursperweekontheregularcompanypayrolloftenreceivebenefits,PermanentEmployees,TemporaryemployeesPart-timeemployeesOutsourcedemployees,AlternativeEmployees,Thelaborforceofanorganizationcanbebrokendowninto2maincategories:
ClassificationsofEmployees,StaffingGuides,Staffingguidesareschedulingandcontroltoolsthatenablemanagementtodeterminethenumberoflaborhoursandemployeesrequiredtooperatesmoothly.Functions:
-tohelpmanagerscontrolemployeeproductivityandperformance-toestimatelaborexpensesfortheirlaborbudgets-achievingprofitability,StaffingGuides,Tounderstandthedevelopmentanduseofstaffingguides,managermustknowthemeaningofseveralkeyterms:
ProductivityProductivitystandardsPerformancestandardsLaborforecasting,FixedLaborexpensesVSVariablelaborexpenses,StaffingGuides,Thestep-by-stepprocedureformanagerstodevelopastaffingguide:
SetproductivitystandardsDeterminethetotalanticipatedsalesandguestcountDeterminethenumberofemployeesrequiredDeterminethetotallaborhoursEstimatethelaborexpense,
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- HospitalityHRChapter