Ques2. What are competencies, and why are they popular in training departments? How are competency models related to job analysis? Answer2. Competency A competency is the capability to apply or use a set of related knowledge, skills, and abilities required to successfully perform critical work functions or tasks in a defined work setting.
UNIT 2: BUSINESS RESOURCES Unit 2:P1 1. JOB DESCRIPTION A. A job description is a description of a job and what skills an employee is required to get the job. B. The purpose of a job description is to show somebody who’s is interested in the job what personal and employability skills the employees has to have to be able to apply for this job.
Creating an effective job evaluation policy and practices enable the organisation to act and decide objectively with regards to compensation. The objectives of evaluation define the overall goal of the organisation in administering job evaluation. For instance, the purpose might be to establish the grade level for a particular job or to prevent inequities. Next, the roles and responsibilities outline the expectations for each of the actors or groups involve in the job evaluation. The sample below shows the outline of the roles and responsibilities of the Job evaluation committee for HR Council
Job evaluation and compensation primary focus is to determine the appropriate compensation is being given for the expertise and responsibilities that the job requires of an individual. In order to determine if an individual is being properly compensated an industrial organizational psychologists must look at compensable aspects, examining the sensitivities of fairness and equity (SIOP). Job task analysis purpose is to gather enough information in order to properly be able to design training program, performance criteria, job evaluation systems, and be able to create occupation paths. To properly develop a job task analysis one must gain information regarding knowledge, skill, abilities required to perform the job, the physical strain of the job, the type of the management and the group setting
A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991). Types of Job Analysis A job analyses may involve three methods: worker-oriented,
In this way, managers would work on good terms and help Plastico to achieve success. Next, the mission statement will remind the company its basis of competition and competitive advantage. This will benefit Plastico as it incorporates stakeholder management and primary stakeholders aiding the company to effectively respond to multiple constituencies ensuring a common understanding of purpose and commitment. Lastly, strategic objectives will help the company to operationalize the mission statement. This will help to channel all employee’s efforts towards a common goal.
Components of a good staff training program should include an initial needs training assessment, identify individuals that need additional training and type of training, and way to implement training with minimal disruption to the employee and production. Initial training needs assessment should be based on identifying areas of operation where training would be beneficial. After identifying areas where training would be beneficial for the company and employees, short and long term goals of the company and align training based on company goals. After identifying areas of operation where training would be beneficial and identifying company short and long term goals, the initial needs training assessment component must include development training
Q.3 Analyze Tesco’s method of developing its employees. Consider the strengths and weaknesses of such a programme. Tesco’s Method of Development of its Employees: Tesco handles the development of its employees as a shared responsibility although the employee is primarily responsible for her/his development. STRENGHTS WEEKNESSES • Tesco encourage its employees to understand and analyze their skills and abilities about themselves through assessment of strategic questions. Employees will seek out answers about their current skills, skills required for the job, and the gap between employee’s current skills and job required
Most of that information can be found through an evaluation of an employee’s job performance material, which may include occupational studies, position description, and performance standards among others. The second step involves listing all the tasks (Proctor, Powell, & McMillen, 2013). A list of all the competencies and tasks that come with a specific job are identified and listed and correlated with the information collected in step one above. The third step involves the identification of all critical tasks that come with a specific job category (Proctor, Powell, & McMillen, 2013). Primarily, this identification focuses on how each task is classified in terms of its importance and subject matter expertise requirement.
By planning forward HR insures that managers have the right amount of people they need, with the right skills and competencies to perform the job timely to achieve organization’s goals. Workforce planning at Asda is important for the company growth and the need to staff more professionally, closing the gap caused by colleague turnover. Workforce planning is essentially about determining the demand and supply of an organisation in reaching its goals and objectives and formulating a strategy to close the gap. This strategy will provide Asda the ability to exploit new markets earlier and respond better to recession as opposed to being on panic mode should a crisis or a new opportunity arise. (https://www.ukessays.com/essays/management/the-human-resource-planning) The main reasons for strategic HR planning are: • Manpower: Enough human resource must be available to carry out present and future organizational activities.