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

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


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About the Book

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.

Table of Contents:
Contents: Preface. Part I: The Basics of Strategic Job Modeling. Introduction to Strategic Job Modeling. The Language of Strategic Job Modeling. Part II: The Practice of Strategic Job Modeling. What Is the Organization's Vision and Competitive Strategy? What Applications Are Required to Achieve the Desired Outcomes? Who Is the Target Population? Which Questions Are Asked? How Is the Information Analyzed and Displayed? Part III: The Future of Strategic Job Modeling. Final Comments and Prognostications.

Review :
"...a research-based approach to strategic human resource management using sound research methods....This book is primarily for academics and consultants. Anyone working with job analyses, competencies, or related terms should examine it. The book is also useful for managers, both line and HR, who are seeking to build links among HR components....it can also be a tool for those who seek to move HR into more strategic, value-added directions." —Personnel Psychology "A practical 'how to' book for translating business strategies into models of work performance that provide a platform for integrated HR applications. A welcome advance in the way people think about job analysis." —William H. Mobley, PhD President, Global Research Consortia Limited, and former Dean of the College of "Organizations are now measuring their success in people terms. This represents the greatest opportunity the HR field has ever had, but also the greatest challenge. Schippmann's book provides the foundational building blocks for assisting the HR professional to take advantage of this opportunity." —Chuck Nielson Vice President, Texas Instruments and World Wide Human Resource Director (retire "The pace of change in current and future organizations requires greatly increased flexibility in job and organizational design. Schippmann's book presents concepts of organizational design that move beyond the stilted and static job analysis procedures of the past. Accordingly, this book provides indispensable concepts to anyone who is responsible for designing and molding job and organizational structures for the future." —Marvin Dunnette, PhD Personnel Decisions International and Personnel Decisions Research Institute


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Product Details
  • ISBN-13: 9780805830521
  • Publisher: Taylor & Francis Inc
  • Publisher Imprint: Psychology Press
  • Height: 234 mm
  • No of Pages: 318
  • Weight: 675 gr
  • ISBN-10: 0805830529
  • Publisher Date: 01 Apr 1999
  • Binding: Hardback
  • Language: English
  • Sub Title: Working at the Core of Integrated Human Resources
  • Width: 156 mm


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