Discuss at least two reasons why job analysis is often described as the foundation of human resources management.
Provide specific examples to support your rationale.
Tag: Job analysis
Job Analysis
- The author describes the difference between a Job Analysis and a Job Description. What is the difference and how are the two HR tools related?
- Discuss the importance of accurate job descriptions and appropriate job specifications. What might be some of the implications of not having accurate job specifications?
- Visit the HR-Guide.com website at http://www.hr-guide.com/jobanalysis.htm (Links to an external site.), and explore the website to find something of interest that relates to the topic of job analysis. Use the site to supplement what you have learned in this week’s reading and make note of anything that might be of interest to your fellow learners.
- Describe the relationship of job analysis to internal alignment.
Job analysis, job competencies, and job descriptions form critical elements of employee recruiting
Scenario
Job analysis, job competencies, and job descriptions form critical elements of employee recruiting, selection, and organizational staffing. We must understand the job, know its nature, and describe its competencies before we can announce the position and attract quality applicants. To get to this point, the HR professional must have the skills to conduct research, including employee and supervisor interviews. These interviews will contain valuable real-life information that will describe the job to be advertised and filled. For this assessment, you will be developing a position description.
Your Challenge
Use O*Net Online to develop a job description and competencies for any job of your choosing. The job should have five to seven competencies. Your job description and competency model should follow this example of a medical job description for a Physician Assistant:
Serves in the Occupational Medicine Program (OMP), Occupational and Environmental Medicine (OEM), and other Occupational Health (OH) services and related matters.
Advises on OH program development, management, administration, and evaluation. Formulates OH service policies and objectives as required. Advises on program requirements and procedures. Establishes criteria for OH program evaluations and assessments. Advises on the development, interpretation, and application of occupational health standards. Provides technical assistance on health conservation requirements, OH practices, and delivery of OH services that affect worker health as needed. Participates in epidemiological investigation of disease, illness, or accidents of particular importance to the OH program as required.
Plans, coordinates, and conducts OH program consultation reviews, visits, and special studies. Evaluate the effectiveness of OH programs. Analyzes and interprets data on OH programs. Resolve complex OH problems to improve OH clinical services, health education, and wellness. Researches trends and patterns. Reports on findings and conclusions, with recommendations as needed.
Reviews state and federal regulations on occupational health for organizational impact, recommending changes as needed. Develops new OH program evaluation methods and criteria. Develops standard procedures, model administrative documents, and informational material relating to the development and management of installation OH programs. Develops innovative and unique methods of problem solving and evaluation.
Reference
Department of the Army (n.d.) Army position description: Physician’s assistant. Retrieved from: https://acpol2.army.mil/fasclass/search_fs/search_fs_output.asp?fcp=zutpk3eFRtaToL2jorlGuam0buidbYGWmalTiGC7hLBmYn%2BYmKc%3D
Assessment Instructions
Prepare a 1–2-page job description and competency model that follows the example given. Use O*Net Online to select the job you will describe, and include the following:
Provide a description that includes knowledge of the content information and expertise associated with the work.
Analyze what someone in this job would need to know and be able to do.
Would they need to have special skills, training, licenses, or degrees?
Define tasks and technology skills that are aligned to the context of the environment in which the work is done.
Does the description include details on what the main tasks and skills are?
How does the work environment impact the work?
Create descriptions of work activities that match the context of the work.
Are the job elements described?
Job analysis
Compose a written proposal addressed to the management of the company that answers the following questions:
What is a job analysis? Be sure to include the various types of methods and the steps to complete the process.
What are some legal reasons for conducting job analyses?
Does your job description align with actual job duties performed daily?
What are five strong areas and five areas that need improvement within the position?
What recommendations would you make to change or improve the job and job description?
Job analysis
- Job analysis has been considered the cornerstone of human resource management. Precisely how does it support managers making pay decisions? What does job analysis have to do with internal alignment?
- How does job evaluation translate internal alignment policies (loosely coupled versus tight fitting) into practice? What does (a) organization strategy and objectives, (b) flow of work, (c) fairness, and (d) motivating people’s behaviors toward organization objectives have to do with job evaluation?
- What are the pros and cons of having employees involved in compensation decisions? What forms can employee involvement take?
- Distinguish policies on external competitiveness from policies on internal alignment. Why is external competitiveness so important?
Job analysis
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Explain the implications of job analysis on personnel selection from a human resources perspective, a financial perspective, and a legal perspective.
Compare inductive job analysis approaches (PAQ, O*NET surveys) and deductive job analysis approaches (task survey, critical incident job analysis). In your comparison, be sure to address the advantages and disadvantages of inductive and deductive approaches.
Explain three organizational or situational factors that might cause you to select PAQ over task surveys or vice versa. Explain which approach would be more effective to use in court proceedings.
Explain two advantages and two disadvantages of using competency models compared to using traditional job analysis approaches for your job or a job with which you are familiar. Explain two potential consequences of customizing competency models to fit your organization.