Title: Lecture Materials: (CU1 M2) Human Capital
Course: SkillsCom BA 224 15.1 > Section: Credit Unit 1 Module 2

- Protecting Human Capital
- A-, B-, C- Jobs

This Video looks at the importance of Human Capital and finding people that get things done. Also, it discusses why it is not a good idea to burn out key employees.

For a transcript of this video go here: Transcript (Google Doc)

This article takes a fascinating look at people within an organization. A – Stars, B – Solid, good enough employees, C – bottom end employees.

A-, B-, C- Jobs (PDF)

Additional Content to Review:

- Working conditions, responsibilities, and job duties are addressed in a job description rather than the job specifications. Job specifications focus on the human requirements for a job, such as personality, education, skills, and experience.
- Interviewing employees to determine what the job entails is an effective method of collecting data for writing a job description. Position analysis questionnaires are useful for compensation purposes rather than for writing job descriptions.
- Job analysis can help reveal duties that need to be assigned to a specific employee. Work activities, performance standards, and job context are the types of information that are provided through a job analysis.
- A job analysis is needed for each job at a firm to ensure compliance with the EEOC. According to the U.S. Federal Agencies' Uniform Guidelines on Employee Selection, a job analysis is needed to validate all major human resource activities. A firm that is in compliance with the Americans with Disabilities Act, for example, should know the essential job functions of each job which requires a job analysis.
- Compensation in the form of salaries and bonuses greatly depends upon a job's required AACSBs, education level, safety hazards, and level of responsibility. Managers use the job analysis to determine the relative worth of a specific job and the most appropriate compensation for an employee.