1. HRM Function
•JOB ANALYSIS
•JOB DESCRIPTION
•DUTIES
•JOB SPECIFICATION

2. BASIC CONCEPTS
FORECASTING
GATHER
INTERVIEWING
ON SITE
APPROACH
IN-DEPTH
PREMISES
TASK
KNOWLEDGE
SKILLS
HEADING
SHIFT
SUMMARY

3. JOB ANALYSIS
 FIRST STEP
 FORECAST HUMAN RESOURCES
NEEDED
 GATHERING INFORMATION
METHODS:
1.- INTERVIEWING WORKERS ON SITE AND
SUPERVISORS.
2.- OBSERVING WORKERS ON SITE

4. INTERVIEWS AND
OBSERVATIONS PROVIDE THE
FOLLOWING INFORMATION:
1.- Job objectives
2.- Specific task required to
achieve objectives
3.- Performance standards
4.- Knowledge and Skills necessary
5.- Education and experience
required

5. ANALYZING DATA
 THE DATA GATHERED WILL BE USED TO
DEVELOP:
JOB DESCRIPTIONS
JOB SPECIFICATIONS

6. JOB DESCRIPTIONS
 Detailed written statements that describe
jobs.
 List of very specific duties and directions
for performing jobs.
 Three important questions most be
answered:
 1.- What is to be done?
 2.- When is it done?
 3.- Where is it done?

7. JOB DESCRIPTION
PARTS:
1. HEADING
2. A SUMMARY
3. LIST OF SPECIFIC DUTIES

8. JOB SPECIFICATION
 INSTRUMENT TO OUTLINE
QUALIFICATIONS NEEDED TO
PERFORM A JOB
 SPECIFIC SKILLS
 KIND AND LEVEL OF EDUCATION
 EXPERIENCE
 THEY USUALLY REFER TO A MINIMUM
QUALIFICATION
 STATES STANDARDS FOR JUDGING