Orange Earth

Week 4 IntroductionHuman Resource ManagementMGT 340

Welcome to the fourth week of MGT 340. This week well be covering chapters 4 and 7 in your textbook. Even though I only cover a few of the major points within the chapters, please be sure that you understand all of the concepts within the chapters because the rest of the semester assumes you have a strong grasp of these foundational issues. If anything is unclear, submit your question on Ask Your Professor section in Blackboard.1Importance of Job AnalysisJob analysis is so important to HR managers that it has been called the building block of all HRM functions.Almost every HRM program requires some type of information determined by job analysis:Work redesignHuman resource planningSelectionTrainingPerformance appraisalCareer planningJob evaluation

Job analysis is also important from a legal standpoint.It helps determines essential job requirements and job-related duties as required by the EEO laws and regulations.Job analysis also helps supervisors and other managers carry out their duties.Identify types of work in their unitsInformation about work flow processInformation that supports hiring decisions, training efforts, performance review, and compensation2Role in Other HR Functions3

3Job analysis plays an integral role in all HR functions and activities. Job analysis is the foundation on which all HR practices are built. Without a thorough understanding of how jobs are performed, effective HR practices would be impossible.

Designing Jobs that Motivate

So what can you do to make jobs more interesting or motivating?4It might look silly but they raised more money in 2 hours than all the other groups combinedThis is my brother, nephew (on the tuba), and another volunteer for The Salvation Army in Indianapolis. They had the autonomy to add more skill variety to the typical job description of a volunteer. By adding some fun to how they solicited donations, they generated more donations, had more fun, and even worked longer than their designated shift because it was so much fun.Training

Now that you understand the importance of job analysis and design, we can move on to training.

Training is the way organizations provide their employees with opportunities to gain the job-related knowledge, skills, abilities to do their jobs well.

Before developing a training, most organizations do a formal or informal needs analysis to help ensure that the proposed training leads to the desired results.

The next slide is an example of a training developed by police officers after doing a needs analysis. 6

7Training ActivityWay to Improve LearningCommunicate the learning objectiveDemonstrate the performance to be expectedGive examples of questions to be answeredUse distinctive, attention-getting messageEmphasize key pointsUse pictures not just wordsLimit the content of trainingGroup lengthy material into chunksProvide a visual image of the course materialGuide trainees as they learnUse words as reminders about the sequence of activitiesUse words and pictures to relate concepts to one another and to their contextPrompt trainees to evaluate whether they understand and are using effective tactics to learn the materialElaborate on the subjectPresent the material in different contexts and settingsRelate new ideas to previously learned conceptsProvide memory cuesSuggest memory aidsUse familiar sounds or rhymes as memory cuesTransfer course content to the workplaceDesign the training to mirror the workplaceRequire learners to create action plans to relate training concepts to their jobsProvide performance feedbackTell trainees how accurately they are performingShow trainees how they have met the training objectives

There are several ways that an organization can help employees gain more from training. Here are a few.

8Training Issue or Something Else? Armys Basic Riffle Marksmanship Accountants declining accuracy Maintenance workers back injuries

9How Do You Determine if its a Training Issue or Something Else? Test them to see if they already have the knowledge and skills needed

Identify and ask if they have all of the resources needed to do the task/process accurately

Identify whether there are obstacles keeping them from successful performance

Using the scenario of the 10