tailieunhanh - Lecture Supervision in the hospitality industry: Applied human resources (Fifth edition): Chapter 5 - Jack E. Miller, John R. Walker, Karen Eich Drummond

Chapter 5 - Developing job expectations. This chapter presents the following content: Job analysis, job description, what a good performance standard can do, setting up a good performance standard, implementing a good performance standard. | Chapter 5: Developing Job Expectations Job Analysis Job Description What a Good Performance Standard Can Do Setting Up a Good Performance Standard Implementing a Good Performance Standard Job Analysis: a process that tries to present a picture of how the world of work looks for a specific job. A position consists of the duties and responsibilities performed by one employee. A job analysis consists of distinct segments known as units of work. Each unit of work includes a number of tasks. Anatomy of Job Classification 5 Major Reasons for High Turnover and Low Productivity 1. Worker don’t know what they are suppose to be doing. 2. They don’t know how they are suppose to be doing it. 3. They don’t know how well they are doing it. 4. The supervisor has not given them any direction. 5. They have a poor relationship with the supervisor. Job Description - describes the job as a whole, includes: Performance standards: the what's, how to’s, and how-wells of the job. Job Title: | Chapter 5: Developing Job Expectations Job Analysis Job Description What a Good Performance Standard Can Do Setting Up a Good Performance Standard Implementing a Good Performance Standard Job Analysis: a process that tries to present a picture of how the world of work looks for a specific job. A position consists of the duties and responsibilities performed by one employee. A job analysis consists of distinct segments known as units of work. Each unit of work includes a number of tasks. Anatomy of Job Classification 5 Major Reasons for High Turnover and Low Productivity 1. Worker don’t know what they are suppose to be doing. 2. They don’t know how they are suppose to be doing it. 3. They don’t know how well they are doing it. 4. The supervisor has not given them any direction. 5. They have a poor relationship with the supervisor. Job Description - describes the job as a whole, includes: Performance standards: the what's, how to’s, and how-wells of the job. Job Title: the name of a job. Job Summary: a brief summary of the major duty and purpose of this job. Units of Work: work sequences that together comprise the content of the given job. Job Setting: conditions under which the job will be done. Social Environment: the extent of interpersonal interaction required to perform the job. Uses of Job Descriptions: Recruiting Interviewing Evaluating Training Assigning work Deciding on disciplinary action What a Good Performance Standard System Can Do: On the Job Reduces turnover Increases productivity Improves individual performance Improves morale Reduces conflict Eliminates gaps and overlaps In Recruiting and Hiring Defines jobs Aids in planning and forecasting Provides a method of testing skills Defines a day’s work In Training Provides blueprints for a training program Sets a competency standard for job performance In Evaluating Performance Provides an objective evaluation method Pinpoints needs for improvement Identifies superior .