Human Resources
Management
Poor HR…
 Hire
wrong people
 Staff under performs
 Employee dissatisfaction…attrition
 Difficult employees
 Under utilize employee capacities
 Break laws
Personnel Process
2.
3.
4.
5.
6.
7.
8.
Development of the job description
Creation of the job announcement
Candidate recruitment
Candidate selection
Orientation, T & D
Performance appraisal
Employee motivation & rewards
Employee discipline
Search Process
1.
Step 1: Development of
the job description
* Job Analysis
* Job Classification
* Job Description
Job Analysis
 Systematic
collection of information
regarding the knowledge, skills,
abilities, and other characteristics
(KSAOCs)/competencies required to
perform a job successfully
Job Analysis
Job activities
 Educational
requirements
 Equipment used
 Working conditions
 Supervisory and
management
responsibilities

Interpersonal
communication
skills
 Agency contacts
 External contacts
 KSAOCs/
competencies

Job Analysis
 Job
activities
– Specific activities that an employee will
need to perform in order to complete
required assignments
– Examples…
Job Analysis
 Educational
requirements
– Degrees & certifications
– Experience
– Example
Job Analysis
 Equipment
used
Job Analysis
 Working
–
–
–
–
–
–
–
conditions
Dirt, heat, noise, fumes, clean, pleasant
Physical requirements
Degree of each
Percent of work time spent in each
Schedule – weekends, PT FT, evenings
Work pace
Example…
Job Analysis
 Supervisory
and management
responsibilities
– PT & FT ee’s & volunteers
– Any hiring, training, scheduling,
evaluating, and dismissing employees
 Interpersonal
communication skills
– Phone, face to face, electronic, media
– Frequency
Job Analysis
 Agency
contacts
– People within the organization the
employee will come into contact with
when completing job tasks
– Maintenance, marketing, special rec
 External
contacts
– Media, other agencies, hospitals
Job Analysis
 Competencies/KSAOC’s
needed
– Knowledge – information required for
the position
 understanding
of exercise physiology,
strength training techniques, kinesiology,
and exercise
– Skills - specific observable abilities
required to perform the particular tasks
of the position
 Assesses
for muscle strength, mobility, gait,
ROM-potential for rehab
 Implements individualized exercise plans
Job Analysis
 Competencies/KSAOC’s
needed
– Abilities – Aptitudes for a position, how
well they complete a task
 Ability
and flexibility to
– manage multiple tasks simultaneously
– motivate others to initiate behavior change
– work with diverse groups and special populations.
– Characteristics –attitudes, personality
factors or mental traits needed
 Positive
attitude, ethical, honest
Job Analysis
 How
to gather information
– Interview
– Questionnaire
– Structured checklist
– Observation
– Diary/log
– Combination of methods
Job Analysis
 Why
– Helps to write job description &
determine series & classification
– Demonstrates how criteria for selecting
ee’s is directly related to job
requirements
A
few laws…
Job Analysis
 ADA
(1990)
– Qualified applicant – one who can
perform the essential functions of the
job.
 Essential
Functions – primary job duties; exclude
marginal or peripheral tasks not critical to the
performance of the primary job function
Job Analysis
 Uniform
Guidelines on Employee
Selection Procedures (1978)
– Requires job analysis
– Must show that criteria est. for hiring
are related to the position
 Equal
Pay Act of 1963
– Similar pay for similar work
– Job analysis is legal defense
Job Analysis
 Civil
Rights Act of 1964
– Job analysis helps to accurately describe
job duties and to defend the
qualifications needed in a job
 Occupational
1970
Safety & Health Act of
– Job analysis establishes the work
conditions and risks faced at work
Step 1: Preparing to Open the
Job:
* Job Analysis
* Job Classification & Type
* Job Description
Classification Systems

Classes – group of positions that have
comparable responsibilities (horizontal)
–
–
–
–
Education levels
Previous experience
Span numerous departments
Subject to same benefits & salary ranges
Classification Systems
 Series
– a form of vertical
classification of employees
– Within a certain department
– A gradation of skills & qualifications
– PT Assistant, PT
– Personal Trainer 1, 2, 3
– Specialist, Supervisor, Coordinator
– Assistant AD, Associate AD, Senior
Associate AD
Mayor - City of Bloomington
Director of Public Works
Series
Classes
Director of Parks & Recreation
Superintendent of Streets
Superintendent of Operations
Superintendent of Utilities
Superintendent of Recreation
Maintenance Worker 1
Manager
Maintenance Worker 2
Coordintor
Maintenance Worker 3
Supervisor
Reading Org Charts
 Lines
show chain of command
 Levels
should be similar
 Determine
distinction between titles:
– Manager, supervisor, coordinator,
specialist, leader
Types of Employees
 Hourly
– Full time
– Part time
 Salary
– Most often full time
 Contractual