KALİTE YÖNETİMİ

There are six steps in doing a job analysis of a job, as follows:

Step 1: Decide how to gather information

Step 2: Review relevant background information about the job.

Step 3: Select representative positions

Step 4: Actually analyze the job

Step 5: Verify the job analysis information with the worker performing the job and with his or her immediate supervisor.

The job description is a document that provides information about the essential tasks, duties, responsibilities, types of equipment or tools used, and working conditions of the job. Information obtained through job analysis is crucial to the development of job descriptions. They should provide brief statements of what employees are expected to do on the job, how they do it, and the conditions under which the duties are performed. The concise job description puts an end to the possibility of hearing, “that’s not my job.” Having an accurate job description is the starting point for most HR activities

Job design refers to creating balanced jobs in the context of organizational, environmental, technical, and resource demands. Overseeing the efficiency of the organization carefully while keeping in mind employee satisfaction is the fundamental responsibility in job design.

Empowerment refers to employees' power to make decisions and take actions on their own. Empowered employees can provide that flexibility and speed

Recruitment is the process of generating a pool of qualified applicants for organizational jobs. Strategic decisions about recruitment consider factors such as assigning responsibility for carrying out recruitment, establishing the employment brand, determining the optimal mix of core and flexible employees, and the type of recruitment. In most organizations, HR staff members handle much of the recruiting.

Internal recruitment focuses on employees who currently hold other positions in the organization.

The selection process has the following steps:

1) Initial screening

2) Using selection tests

3) Interview.

4) Pre-employment screening and background checks

5) Selection decision.

6) Medical examination.

7) Notification of candidates.

Vestibule training requires trainees to learn on the actual or simulated equipment but are trained off the job.

Performance management refers to the continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the goals of the organization

The most common types of work teams are as follows:

Problem-solving teams are composed of employees from the same department or functional area involved in efforts to improve work activities or to solve specific problems. These teams are rarely given the authority to implement any of their suggested actions.
• The self-managed work team is the formal group of employees who operate without a and are responsible for a complete work process or segment.
• The cross-functional team is the work team composed of individuals from various specialties.
• The virtual team refers to the team that uses technology to link physically dispersed members for achieving a common goal. In a virtual team, members collaborate online with tools such as videoconferencing, e-mail, or Web sites where the team can hold online conferences.