Lecture Notes

Week #3

Class Objectives

1.     The foundational role of Job Analysis

2.     How Job Analysis develops Job Descriptions which lead to good compliance

3.     Good JA provides a clear understanding of organizational KSA needs

4.     Great HR meets KSA supply & demands of both organization and workforce

Perfect match between organizational KSA Demands and workforce KSA supply 

Figure 5.1 makes it look simple.

Simply connect the dots between External and Internal recruiting environments alternatives?  Nope.  It’s only the process, its not people.

Problem

Business Savvy, Problem Solving, Critical Thinking, Great Communicating people rule the business world.  In a competitive world organizations with the most of these types of people always win. They win customers and market share.

My question becomes finding these types of people. Notice I said type of people.

Guess what? These type of people have a design. They either designed themselves or somebody else discovers them and helps them meet their design needs.      

The design starts with an ideology, an idea, an intuition, and cognitive itch.  They develop into an ideal type/job (imagination, intuitive interest, fantasy, or inclination). 

Most societies develop people’s ideal type (interest, inclinations) in an iron cage. For example the iron cage of a typical educational system, utilized all over the world, was designed in the era of the iron economy.  And, it worked fabulously for iron mills, all types of mills and factories. My take is that it just doesn’t work so well in the Idea Economy.  

Customer service/retention in an Idea Economy requires Business Savvy, Problem Solving, Critical Thinking, Great Communicating people.  

The old education system gets in the way of peoples ideal type constructs (what they want to do when the grow up) causing most workers to circumvent the systems to meet their needs.   What really happens is a whole lot of people work in jobs they don’t like, don’t feel comfortable in, and don’t maximize their potential/opportunities. 

Great HR recruiters know how to find the right type of people for the job.

Solutions

How do you find Business Savvy, Problem Solving, Critical Thinking, Great Communicating people? (Hint, innovative recruitment process)

Notes:

How can a business develop Business Savvy, Problem Solving, Critical Thinking, Great Communicating people? (Hint, Job Enrichment)

Notes:

How are your Business Savvy, Problem Solving, Critical Thinking, Great Communicating people skills doing?

Notes: