Chapter 2 Job Analysis and Job Design

Managing Hospitality Human Resources 4th Edition (357TXT or 357CIN)

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Competencies for
Job Analysis and Job Design
1. Explain the importance of job analysis and identify how to analyze jobs in the hospitality industry. 2. Describe how the results of job analysis are used in job descriptions and job specifications. 3. Explain the function of job design, and describe how managers apply techniques of job design. 4. Describe the classifications of employees that make up an organizations labor force.
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(continued)

Competencies for
Job Analysis and Job Design
(continued)

5. Explain the importance of a staffing guide and identify the steps involved in developing a staffing guide. 6. Apply trend line and moving average techniques to forecast business volume and labor needs.

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Steps in Job Analysis

Select jobs for analysis. Determine what information to collect. Determine how to collect the information. Determine who collects the information. Process the information. Write job descriptions and job specifications.
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Information Collected for Job Analysis

Actual work activities Tools, equipment, and other necessary work aids Job context Personal characteristics Behavior requirements Performance standards
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Collecting Job Analysis Information

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Observation Perform the job Interviews Questionnaires and checklists Critical incidents Performance evaluations Diaries Variety of methods
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Uses of the Job Description

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Recruiting Selection Orientation Training Employee evaluations Promotions and transfers

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Key Elements of the Job Description

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Job identification data Job summary Job duties Job environment Job specifications Minimum qualifications
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Job Design Techniques

Job simplification Job enlargement Job enrichment Job rotation Team building

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Employee Categories
Permanent: 30-40 hours/week on regular payroll receive benefits

Alternative:
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temporary part-time outsourced

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Developing a Staffing Guide

Set productivity standards. Determine total anticipated sales and guest volume Determine number of employees required. Determine total labor hours. Estimate labor expenses.

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