Human Resouces Job Descriptions Flashcards
Job Description
- What is on it
- Job Title
- Who the Position Reports to (Title)
- Key Responsibilities
- Qualifications Required
- Date / Version
Job Analysis
Have to understand the positions
- Activities, Duties, Responsibilities
- How they are performed
- Degree of responsibility of the role
Job Analysis
- Competency / Knowledge / Skill / Ability
Merge the roles and the performance measures to find competencies
- Can help guide performance reviews to see who is an excellent, satisfactory, or poor employee
Limit to 6-10 competencies and prioritize
Job Analysis
- Performance Measure
- A measure of the employee’s performance
- Specific behaviours to monitor
Job Analysis
- Create Targets
Use competencies and performance measures to create standards
- Ex. 75%
Be realistic
Job Analysis
- Education
Define Education, Training, Experience required
Performance Appraisal
- What is it
Meant for positive feedback to enhance performance
- Allows to set future objectives
Performance Appraisal
- How to do it
Have employee do a self assessment
Ensure they know the process and that there are no surprises
Schedule time with employee
Customize review form based on the role
Performance Appraisal
- Sample Agenda
- Review objectives from last performance review
- Review performance against the objectives (Have they been met?)
- Discuss working relationship (Any issues from both parties?)
- Identify issues related to working conditions
- Discuss organization goals
- Discuss employee goals
- Identify need for job description changes (3-4 new / updated targets)
- Compensation review
Performance Management
- What is it?
Different than Performance Reviews
- Ensures everyone understands where the company is headed and what can be done to achieve those goals
Performance Management
- Techniques
Periodic Check Ins
Positive Feedback / Recognition
Deal with Negative Situations
Rewards (Tailored to the worker)
Performance Management
- Periodic Check-Ins
Use objectives from performance appraisal to measure progress
Performance Management
- Positive and Negative situations
Positive:
- Should be handled publicly
Private:
- Should be handled privately and promptly to achieve a resolution
Performance Management
- Rewards
Basic Pay
- Guaranteed compensation
Pay for Performance
- Depends on achievements of specific targets
Benefits
- Health benefits, Pensions, RRSPs, Vacation
- Holiday Parties
- Education
Recognition
- Awards
- Promotions
Performance Management
- Reward Challenges
Basic Pay
- Pay for going to work
Pay for Performance
- How are targets set?
- Is the individual responsible for the outcome?
- Is a team focused target effective?
Benefits
- Does the employee value the benefit
Recognition
- Fairness and appropriatness
