Picture 1 of 1

Stock photo

Strategic Job Modeling: Working at the Core of Integrated Human Resources - Picture 1 of 1

Strategic Job Modeling: Working at the Core of Integrated Human Resources by Jeffery S. Schippmann (Hardcover, 1999)

plsshipfast (11042)

98.5% positive Feedback

Price:

£106.60

Free postage

Estimated delivery Fri, 18 Jul - Sat, 26 Jul

Returns:

30 days return. Buyer pays for return postage. If you use an eBay delivery label, it will be deducted from your refund amount.

Condition:

New

One of the critical tools in the HR professionals' toolkit that has been used to create these applications is job analysis. Furthermore, human resources is at the vortex of much of what is changing.

About this product

Product Information

Traditional job analysis procedures have long been viewed as important for building platforms of information that can be used to support a wide range of human resource applications. However, thinking about the structure of jobs, and even work itself, is changing. This work provides an evaluation of the state of the practice and, more importantly, provides a practical framework for delivering modelling projects that integrate new ideas and developments in an area that represents one of the most frequently used tools in the human resource professional's toolkit. It will serve as a practical guide to the issues and techniques in delivering quality job modelling results. The presented approach is built around a series of key steps. Step One provides a structure for understanding an organization's vision, competitive strategy and strategic initiatives. Step Two supports the different human resource applications by using a variety of modelling approaches, including rational, empirical or a combination of the two. Step Three involves decisions about the most relevant target population (for example, management, clerical, hourly retail) for an application that considers the organization's strategies and target outcomes. Step Four focuses on issues that result from the decisions made in the previous steps. It also offers suggestions concerning specific questions to ask about the descriptor content in a questionnaire and provides guidance in choosing appropriate subject matter expert respondent groups and developing representative sampling plans. Lastly, Step Five addresses how the information in Step Four is analyzed and displayed and presents data for evaluating the quality of the obtained data and options for making various within-job and across-job comparisons.