QUẢN TRỊ NGUỒN NHÂN LỰC

HUMAN RESOURCE MANAGEMENT

CHAPTER 2
Ph.D Phan Quốc Tấn

Work Flow In Organizations

Đổi lại với nhau

Work Flow
Position Job
Design
• Process of • Set of job • Set of related
analyzing duties duties.
tasks performed by
necessary for a particular
production of person.
a product or
service.

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 Developing a Work Flow Analysis

 Inputs fall into three categories:

1. raw inputs (materials and
information),
2. equipment, and
3. human resources (knowledge,
skills, and abilities).
 Work processes are the activities
that a work unit’s members engage
in to produce a given output.

Job Analysis

Job Analysis Job analysis is the process of

……………………………………
Process of about ……………………………
getting detailed in an organization as well as
information Job Descriptions ……………………………………
about jobs. ……………………………………
that a person needs to
complete the job satisfactorily,
Job Specifications to ………………………………
………………………………….

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 Bảng mô tả công việc (job description)
Job description

 Job Description không quan trọng

 Job Description:

 Key components:
 Job Title
 Brief description of the TDRs
 List of the essential duties with detailed specifications of the tasks involved in carrying out
each duty

Bảng mô tả công việc (job description)

Job Specification

 Job Specification:

1. Knowledge: factual or procedural information necessary for successfully performing a task.

2. Skill: an individual’s level of proficiency at performing a particular task.
3. Ability: a general enduring capability that an individual possesses.
4. Other Characteristics: job-related licensing, certifications, or personality traits

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Contents of Job Description
II- Nội dung Bản mô tả công việc

LOGO

Contents of Job Description

Basic information on role 3- Key interactions

 Designation & Role  Internal interactions
 Code/ Version  External interactions: relevant
 Incumbent name authorities for assigned work
 Direct superior position
4- Main Duties/ Job responsibility
 Superior's name
 Tasks
1. Job purpose
 Performance measures
 What does this job do; What
does it effect or provide; Why
does it do this
2. Position in organization chart

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 Contents of Job Description (Cont.)

5- Requirements & Working 6- Job specification

conditions • Age, physical strength, physical
• Work time condition...
• Means of work • Knowledge (education,
• Transportation professional training...)
• Work environment • Skill/ Experience
• Protection (depending on • Other criteria
job characteristics) • Prioritize
• Some other conditions

Importance of Job Analysis

HR Planning

Tasks/responsibility
Recruitment and selection

performance appraisal
Job Analysis

Job Descriptions (JD)

Training and career planning
Job Specifications (JS)
compensation

Safety and health

Knowledge/ skills/ attitude
Legal/ HR relation

để thiết kế tiêu chí tuyển chọn dựa trên

performance appraisal dựa vào nội dung đánh giá cong việc " performance mesures"
để đánh giá nhân viên thực hiện công việc.
5
When is job design needed?

Rearrange the organizational structure - Restructure the company

New work, new methods, new technology

Changes in work, methods, technology

Increased complaints about job content and working conditions

Adjust work when expanding or reducing the number of current positions

Job Analysis Process

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Job analysis process

Design the sample and

choose the method of
collecting information

Step 2
List job titles Proceed to collect
Step 1 Step 3 information

Job
analysis
Step 6
process Step 4
Update and Process the collected
periodically review job Step 5 information and write job
analysis documents analysis results documents

Standardize documents
and put them into use

Step 1: List job titles

Vision, mission, values, company strategy

Role/function Organizational structure

List of responsibilities Department structure

Job title

Job title

Job title

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 Building Organizational Structure

1.Determine company strategy

2. Determine the roles/ Functions required to implement the strategy.
3. select model for organizational Structure.
4. Group roles/functions by:
+ Work process/flow
+ Ensure control
+ Scale of openrations and management
5. Design

Work Flow Design and Organization’s Structure

Within an organization, units and individuals must cooperate to

create outputs.
The organization’s structure brings together people who must
collaborate to efficiently produce desired outputs.
1. Centralized
2. Decentralized
3. Functional
4. Product or Customer

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Building Organizational Structure
biết cách đặt tên chức danh.

Design the
sample and
choose the
method of
collecting
information

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Collecting information

Objects provide information Information to collect

1. The person holding the job position
 Information about the activities of
2. Direct superior employees.
3. Specialist  Information about standards in job
performance.
4. Other individuals related to the job  Information about working factors and
need to be analyzed: customers, conditions.
partners...  Information about employee qualities.
 Information about types of machinery and
equipment.

Methods of collecting information

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