Job Analysis
3/5/2021
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KAUFT King King Abdul-Aziz university university
FACULTY OF TOURISMFACULTY OF TOURISM
HUMAN RESOUCES IN EVENT MANAGEMENT
EM 625 Job Analysis
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Learning Objectives By completion of this presentation You should be able to:
Explain the process of job analysis.
Evaluate the most appropriate ways in which to approach job analysis.
Explain procedures required to conduct a position analysis.
Establish conditions of employment.
Distinguish between job descriptions and job specifications.
Develop job descriptions and job specifications.
Recommended Textbook:
Hayes , D.K and Ninemeier , J.D.(2009) Human Resources Management in the Hospitality Industry.
Nickson, D. (2007) Human Resource Management for the Hospitality and Tourism Industries.
Sommerville, K.L. (2007) Hospitality Employee Management and Supervision: Concepts and Practical Applications.
Wagen, L.V. (2007) Human Resource Management for Events: Managing the event workforce.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
2
Brainstorming Group work Activity:Brainstorming Group work Activity:
What is Job analysis? What is the difference between Job Descriptions and job Specifications? ……….. ……….. ………..
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
IntroductionIntroduction
Job analysis is the process of collecting information in order to develop a comprehensive awareness about specific jobs, including job descriptions and Job/person specifications. Hospitality organizations that operate in professional and complex environments find that job descriptions are an invaluable part of planning.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
3
IntroductionIntroduction A job description can:
Form the basis for recruitment of the most appropriate staff,
Provide guidelines to the individual accepting the position,
Form the basis for training plans and
Provide a foundation for performance management.
For most individuals and organizations, job descriptions are invaluable—in the event business, job descriptions are part of the micro level planning that contributes to flawless performance.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
What is job analysis?What is job analysis? Job analysis is the process of discovering the nature of jobs and for this to occur a systematic process is necessary.
The outcomes of job analysis are primarily the Job Description and Person Specification for each role, including volunteers.
A job description is an outline of reporting relationships, tasks to be performed, job outcomes expected and working conditions.
A person specifications (also referred to as ‘job requirements’) provides details of the ideal candidate, including knowledge, skills and other attributes required to perform the above tasks.
Job Descriptions and Specifications may need to be changed to reflect the organization’s updated human resources requirements.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
4
What is job analysis?What is job analysis? In conjunction with project planning, the following questions might be asked as the job analysis process evolves:
What is the primary purpose of the job?
Is this job going to be performed by a paid staff member, a volunteer or a contractor?
What are the tasks that need to be performed?
What are the skills, knowledge and other attributes required?
Are there any legislative considerations, such as requisite licenses?
When and where are the tasks performed?
What are the reporting relationships?
Which environmental factors need to be considered?
Are specific job outcomes expected?
Is the job likely to change during the course of the project?
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
What is job analysis?What is job analysis?
A labour force analysis is necessary to identify any gaps in supply or training and this in turn leads to identification of roles assigned to paid staff, volunteers and contractors. At this stage organizational charts can be developed. Methods of job analysis are outlined in the following in brief:
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Simple approaches to job analysisSimple approaches to job analysis
Project management processes:
This is one of the most common ways in which event organizations analyze the human resource requirements necessary to execute the overall plan.
By breaking down the work into smaller and smaller subprojects it can ultimately be decided which tasks need to be performed in order to achieve the project outcomes.
This is colloquially known as:
‘drilling down’.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Simple approaches to job analysisSimple approaches to job analysis
Focus groups:
Most event organizations are comprised of a group of experienced individuals at management level. Using their experience, a series of focus groups can be conducted which may abbreviate the detailed project planning identified above.
This group can contribute something vital—they can identify the things that have worked and haven’t worked in the past.
Also, the members of the group have experience with employing their own staff, contractual arrangements with suppliers and volunteer management.
Tapping into this experience, which may be local or international, is an essential part of job analysis.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Simple approaches to job analysisSimple approaches to job analysis
Interviews:
Individuals may have a wealth of ideas to contribute. As with the above approach, it is best to structure the sessions, using questions such as those described in the previous section to ensure that the discussion doesn’t go off track.
Questionnaires:
A simple format for job analysis is useful once the high-level planning has been completed.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Simple approaches to job analysisSimple approaches to job analysis
Research: Industry research is another component of job analysis. Similar occupations and events may have similar roles. Legislative requirements, such as health certification to produce and serve food may be part of the person specification. Knowledge of food safety systems and procedures would be essential for catering supervisors.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Simple approaches to job analysisSimple approaches to job analysis
Critical incidents:
There is nothing more powerful than a critical incident analysis to point to planning deficiencies.
Using this approach, the following questions would need to be asked:
What went wrong/right?
What were the contributing factors?
How did people performance contribute to the incident (in a positive or negative way)?
How was this reflected in human resource management plans, policies and procedures (or not, as the case may be)?
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Conducting a Job AnalysisConducting a Job Analysis
A Job analysis identifies each task that is part of a position and explains how it should be done with a focus on knowledge and skills.
As such, it becomes the foundation for developing training programs.
Note : job analysis (also called position analysis) is integral to many aspects of human resources management.
For example, it defines job tasks that drive selection, training, ongoing work requirements, and performance evaluation.
It is, therefore, a powerful tool that is critical to design and implementation of training and all other human resources functions.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Conducting a Job AnalysisConducting a Job Analysis
Position analysis can also be done to study one task that requires revision because of changes created by new equipment or several tasks that are creating operating or guest - related problems.
Training new persons in all tasks and experienced staff in new work methods becomes possible after position analysis activities are completed.
There are four basic steps in the position analysis process: (1) prepare a task list , (2) develop a task breakdown , (3) consider performance standards , and (4) write a position description . The sequence of these four components is illustrated in Figure 1.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Conducting a Job AnalysisConducting a Job Analysis FIGURE 1: Components of Position Analysis Process
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Conducting a Job AnalysisConducting a Job Analysis Prepare a Task List:
A task list indicates all tasks included in a position. It focuses on how-to activities that a successful staff member must be able to do. Persons working in each position must perform several (or more) tasks that, in turn, typically require numerous steps.
Consider, for example, a dishwasher in a college and university foodservices operation. The tasks in this position are numerous and probably include those related to operating the dishwashing machine and washing dishes. To successfully wash dishes, the employee must complete several steps, including rinsing soil from plates, properly placing dishes in a rack, and removing and placing clean dishes in mobile carts after washing.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Conducting a Job AnalysisConducting a Job Analysis Prepare a Task List:
What is the complete list of tasks that the dishwasher must perform? The
answer to this question is indicated in a detailed task list.
Procedures to develop a task list include:
Obtain interview input from the supervisors of and several experienced workers in the position being analyzed.
Use available written information. Examples include position descriptions that provide a summary and an overview of tasks, existing task lists, and training materials used to teach new staff about their jobs.
Use a simple questionnaire that asks, “ What do you and others in your position do as part of your job? ”
Observe staff members as they work in their positions; compare what they actually do to the tasks they identified when questioned about their position responsibilities.
If practical, work in the position(s) for which a task list is being developed.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
10
Conducting a Job AnalysisConducting a Job Analysis
Develop a Task Breakdown: A task breakdown indicates how each task identified in the task list should be performed. It recognizes that each task requires a series of steps for completion. For example, one task for a dishwasher may be “ to properly operate a dishwashing machine. ” The task involves several steps, including loading the machine, monitoring its operation, and adding additional detergent, wetting agents, and/or other chemicals.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Conducting a Job AnalysisConducting a Job Analysis
Develop a Task Breakdown: Benefits of task breakdowns include: They indicate the correct way to perform a task to best ensure that performance standards are attained. Trainees benefit from written instructions. A trainer can review a task breakdown with a trainee, who can then demonstrate it using the task breakdown as a guide. Another benefit is that trainees can practice each step and then compare procedures used with those noted in the task breakdown.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Conducting a Job AnalysisConducting a Job Analysis Consider Performance Standards:
Performance standards specify required quality and quantity outputs for each task. For example, the proper quality of a dessert prepared in a hotel ’ s bakery is that expected when the applicable standard recipe is followed. The quantity of work output expected of a front desk agent in a hotel considers the number of guests to be checked in during a shift. Quality requirements cannot be sacrificed as quantity requirements are attained.
It is important that proper performance be clearly defined. Then staff members will know what is expected of them, and managers will know when performance is acceptable. The goal of training must be to teach a trainee how to correctly perform a task, and the definition of correct refers to both quality and quantity dimensions.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Conducting a Job AnalysisConducting a Job Analysis
Consider Performance Standards:
Performance standards for a task should be reasonable (challenging but achievable). Staff should be trained in procedures specified by task breakdowns, and they must be given the tools and equipment needed to attain the performance standards.
Performance standards must also be specific so that they can be measured. Which of the following standards is better stated: “ The front desk agent should be able to check in guests as quickly as possible ” or “ The front desk agent should be able to check in guests using the procedures specified in the task breakdown? ” The latter standard is best because it can be objectively measured.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Conducting a Job AnalysisConducting a Job Analysis Write a Position Description
You have learned that a position description summarizes a position and lists the major tasks that constitute it.
Some persons think about position descriptions during recruitment because they are used to provide applicants with an overview of a position. However, a position description also serves other purposes.
First, it summarizes the breadth of training requirements. A new staff member must learn everything required to perform the job as summarized in the position description. From the perspective of the trainer, it provides an overview of what the training must address and accomplish.
Position descriptions also help with supervision, because staff members should normally perform only those tasks noted in them. As well, they can be used for performance evaluation activities that consider the extent to which staff adequately perform the tasks in the position.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Conducting a Job AnalysisConducting a Job Analysis Write a Position Description
You have learned that a position description summarizes a position and lists the major tasks that constitute it.
Some persons think about position descriptions during recruitment because they are used to provide applicants with an overview of a position. However, a position description also serves other purposes.
First, it summarizes the breadth of training requirements. A new staff member must learn everything required to perform the job as summarized in the position description. From the perspective of the trainer, it provides an overview of what the training must address and accomplish.
Position descriptions also help with supervision, because staff members should normally perform only those tasks noted in them. As well, they can be used for performance evaluation activities that consider the extent to which staff adequately perform the tasks in the position.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Establishing conditions of employmentEstablishing conditions of employment Part of job analysis involves establishing conditions of employment. These conditions may include any or all of the following:
Paid employee
Full-time employee
Part-time employee
Permanent employee
Temporary
Casual
Agency staff
Volunteers
Contractors
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Establishing conditions of employmentEstablishing conditions of employment
Paid employee: A person is an employee if a number of criteria are met. Essentially an employee agrees to ‘serve’: he or she agrees to follow directions. Control is therefore one of the primary criteria of the employment relationship. Another is the organization test whereby the employee works on the premises and uses all the tools and equipment of the employer. The employee is thus assimilated into the organization Finally, ‘consideration’ is the payment of the employee for the hours worked so that money changes hands.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
14
Establishing conditions of employmentEstablishing conditions of employment
Full-time employee: Full-time staff work a full week, normally an eight-hour day over five days. However, legislation of a particular country or region, and industrial agreements, have an impact on this arrangement. Where such agreements exist, employees must be paid overtime if they exceed these hours.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Establishing conditions of employmentEstablishing conditions of employment
Part-time employee: Part-time is where a person works a percentage of a full-time position, with associated benefits such as pay and leave on a pro-rata basis. Thus someone who works half the week is paid 50 percent of the full-time wage for the same position and is entitled to half the annual leave and sick leave.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Establishing conditions of employmentEstablishing conditions of employment
Permanent employee: A permanent employee has an open-ended relationship with the employer. Temporary: Temporary positions are common in hospitality industry , particularly in the event industry. For example, a paid volunteer coordinator might be employed for three months.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Establishing conditions of employmentEstablishing conditions of employment
Casual: A casual employee works on an hourly basis. The pay rate reflects this, carrying loadings to compensate for the lack of sick leave or other leave. The hourly rate is thus higher than that for a permanent or temporary employee.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Establishing conditions of employmentEstablishing conditions of employment
Agency staff: Agency staff are somewhat complex as their employer is technically the agency that has hired them and is paying them. However, they do work in much the same way as employees, taking direction and participating fully in the organization. Despite this, they remain the employees of the agency.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Establishing conditions of employmentEstablishing conditions of employment
Volunteers: Volunteers are not employees. They are not paid and are not able to access the benefits of employees. They are not covered by workers compensation. Where the position is unpaid this should be clearly stated on the job description and in all correspondence with the volunteer.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Establishing conditions of employmentEstablishing conditions of employment
Contractors: An independent contractor does not fall within the definition of an employment relationship since he or she has control of an independent business and decides where, when and by whom the work should be done. People employed by the independent contractor are answerable to their employer even if working on the event site.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Establishing conditions of employmentEstablishing conditions of employment
Contractors: While collectively everyone on site is described as being part of the ‘event workforce’, only a portion of these people are paid staff. Clarity about the basis for employment is essential for legal reasons. Anyone working as an employee of the event organization should be issued with an offer letter, which is essentially an employment contract.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Job DescriptionsJob Descriptions
Job descriptions detail the duties that the position requires. In other words, what tasks will this employee be required to do? Before placing even the first help- wanted advertisement or conducting even one single interview, management should first develop a written job description for the position that needs to be filled.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Job DescriptionsJob Descriptions
Why is this? Because this process forces management to thoroughly think about this particular position and to review each of the tasks that the successful applicant will need to be able to accomplish. Only after this is done will management be ready to think about the type of individual who would be most suitable for the position.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Job DescriptionsJob Descriptions
When we say type of individual, we are not referring to blonde hair and blue eyes; these factors are probably not job related and, therefore, have no business in the decision-making process. Illegal job discrimination can be costly indeed, so you want to avoid basing your hiring decisions on factors that could be deemed discriminatory.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Job DescriptionsJob Descriptions
Properly written job descriptions may also serve as a defense against discrimination claims because they list the minimum job qualifications, provide job applicants with a picture of what the job entails, and document the essential job functions.
Once you have decided on a position’s essential functions, you are ready to begin formulating the job description.
Often, the bigger the job, the smaller the job description.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Job DescriptionsJob Descriptions
An hourly position could require quite a lengthy job description that details many tasks.
As one moves up the managerial ladder, the essential functions become broader.
In fact, job descriptions for management positions are often called position descriptions.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Job DescriptionsJob Descriptions
All job descriptions should have these basic elements: Descriptive position title (what the job is), Title of immediate supervisor, Position summary (synopsis of the job), and Tasks (duties).
Some organizations break each task into a performance standard: A performance standard is nothing more than the what, how, and to what standard each task is to be performed.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
21
Job DescriptionsJob Descriptions
Developing a well-written set of performance standards for each job position in the operation provides the foundation for a management system for the employees and the work they do. Performance standards are important to the training process as well as to the employee appraisal process.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Job DescriptionsJob Descriptions Well-written performance standards also provide the following additional benefits:
Describe jobs in detail.
Present an accurate picture of what the job entails during the interview process.
Describe the day’s work for each job.
Train workers to meet standards.
Evaluate a worker’s performance.
Provide feedback to workers on their job performance.
Reward achievement and select employees for promotion.
Be used as diagnostic tools to pinpoint ineffective performance and serve as a basis for corrective action.
Discipline workers as a means of demonstrating incompetence.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
22
Job DescriptionsJob Descriptions
A job description is a summary of the most important features of a job, including the general nature of the work performed (i.e. duties and responsibilities) and level of the work performed (i.e. skill, effort, responsibility and working conditions). A job description should describe and focus on the job itself and not on any specific individual who might fill the job.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Job DescriptionsJob Descriptions There are four parts to a job description:
1. Identifies where the job fits within the organization and includes reporting relationships.
2. Describes the work performed, generally in the form of a list of duties or tasks. In many cases these duties can be clustered into groups of related items.
3. Describes the environment in which the person will work and any special requirements or limitations, including licensing and other mandatory requirements. Machines, tools and equipment are also described here. And this part may describe the context, such as outdoor work or shift work.
4 . Describes the conditions of employment, including pay rate and period of employment.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Job SpecificationsJob Specifications Unlike the job description that lists each of the essential tasks of a particular position along with the standards of performance associated with each task, the job specification details the personal characteristics that a qualified applicant should possess. Such as food specifications which are called Food specs to ensure receiving the exact item requested every time Thus, people have various and assorted characteristics that may or may not make them suitable for a particular position in your operation.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Job SpecificationsJob Specifications
Once you have a clear understanding of the tasks that each position must fulfill, it is a relatively simple matter to determine what kind of person would best be able to accomplish those tasks. Examples of the kinds of personal characteristics found in a job specification: Knowledge, Skills and abilities, Work experience, and Education and training.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
24
Job SpecificationsJob Specifications
The job specification describes the ideal person for the job in terms of competencies relevant to the job description. Most people writing job specifications have little difficulty with the sections on knowledge and skills (competencies) required. The difficulty is usually with the section called ‘other attributes’. It is in this section that an inexperienced person is likely to list things ‘organized and confident’ or ‘nonsmoker’.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Job SpecificationsJob Specifications
A job specification for the position required may have some of the following characteristics: Required Knowledge for the job; Skills Required for the job; Physical and Mental abilities Required for the job.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
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Individual Assignment # 4Individual Assignment # 4 Title: Job Analysis.
Points to be covered:
1. Discuss and explain the importance of job analysis in human resources management for event organizations.
2. Create a job description for two different posts in event organizations. Include Job title; Reports to whom; Job Summary; A list of Job duties; Job context; Conditions of employment.
3. From the job descriptions that you created, choose three of the duties that you listed for each post and write a standard of performance for each duty in both posts.
4. Create a job specification for those two posts. Include Job specification Title; Knowledge and experience; Skills; Other attributes.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
Individual Assignment # 4Individual Assignment # 4
Instruction for the assignment:
Type of attached file: word document file attached through course messages on the BlackBoard.
Name of word file: Assignment 4
Deadline: Saturday, 13/3/2021
Grades assigned: 10 Marks.
You should have a cover page for your assignment involving the following information: Course Name and its Code; Assignment Title; Student Full Name; Student ID No.; Submitted to whom, Date of Submission.
A list of References used should be added by the end of Assignment.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
3/5/2021
26
THANK YOU
Thank you for being with me today and please feel free to ask any questions.
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King Abdul Aziz University – Faculty of Tourism Human Resources in Event Management - Master in Event Management Job Analysis
Assoc. Prof. Dr. Reda Gadelrab January, 2021
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