HRM200 Lecture Notes - Lecture 2: Performance Appraisal, Human Resource Management, Job Analysis

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Dean Bulloch William Peckham

Document Summary

Job analysis is the procedure for determining the tasks, duties, and responsibilities of each job, and the human attribute (in terms of knowledge, skills, and abilities) required to perform it. The process of organizing work into the tasks required to perform a specific job is known as job design. The specific collection of tasks and responsibilities held by just one person is known as a position. There are seven steps involved in the job analysis process: collection of background information, selection of representative jobs/positions, data collection, data review, development of job descriptions and job specifications, communication and, on-going review. Relevant information is obtained from incumbents, supervisors and other credible sources using one or more primary or secondary techniques. Competency-based job analysis, which focuses more on required behaviours rather than task requirements, has become more common for three reasons: flexible jobs; strategic hr focus, better support for performance management processes.