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Respond  to each of these peers DQ post with 3-4 sentences

Peer 1

Job analysis is generally the first step in recruiting and selection. Three common methods used in job analysis are interviews, questionnaires, and observations, with many variations within each type.

Job analysis is defined as a process to identify and determine in detail the particular job duties and requirements as well as the relative importance of these duties for a given job. Job analysis is a process where judgements are made about data collected on a job (Job-analysis,2016). Chapter 6 states that recruitment is a form of business contest and is very competitive. In Chapter 6, figure 6-1 it shows the supply chain approach to the recruitment –staffing process. In the Talent Flow the top row groups individuals by talent pools which flow through various stages which begins the potential labor pool, who might become actual applicants. The Labor Pool flows into the available labor pool. The available labor pool is applicants that have the bare minimum qualifications, which then become applicant. In the flow chart it also show the building and planning ,recruiting, screening of applicants ,selection and offering the candidate the actual position. Overall the recruiting process is costly and time –consuming to try to find the right applicant.

• Evaluate the pros and cons of each of the three major types of job analysis.

When the observation method is used, a manager, job analyst, or industrial engineer the individual performing the job and takes notes to describe the tasks and duties performed (what is human resources, 2016). Evaluating the pros of the observation method will be that multiple observations through managers and job analyst can be helpful to not only the employee but also the company to look into changes that could be made to their company, just by simple observation. A con while using the observation method is that many jobs do not have complete observed job duties or complete job cycles (what is human resources, 2016). Interviewing is the most common method used for job analysis. An interview is used to gather information that is required to see if the employee is performing each job. A pro is that during the interview process the employee may learn and better understand the duties and responsibilities that the job requires. A con for interviewing is that this process can be time consuming for the amount of employees at the job site. Questionnaires are widely used for gathering information as well. A pro for this method is that the employer can produce a lot of information on a larger scale in a short amount of time (what is human resource, 2016). A con will be that most employees don’t really pay attention to the facts of the questionnaires or don’t take the content as serious as an interview or observation.

• Assess the situations in which each might be preferable.

   Although interviewing a pool of employees to produce a good job analysis is time consuming, I believe it’s the most productive outcome available when conducting job analysis. At SCMPD, they give of online questionnaires, which I don’t believe will be precise because some employees don’t fill them out. Questionnaires may work better in a smaller company, that way it may also be combined with a follow up interview. Observations is also best for company that perform a lot of production like SEIIC. Observation will be conducted to make sure the employee is performing safe and efficiently.

   

  Peer 2
  

   

   

  Some companies pay current employees a referral bonus if a job candidate that the employee referred is hired by the company. 
  
  The Employee Referral Program is one that current employees are rewarded for referrieng qualified candidates for open positions and are becoming increasingly conventional among organizations as one of the best cost effective recruiting tools and brings in high returns on investments.  Companies are able to advertise open postions on some sort of job board or communications board they already have in place and if hired, the employee usually receives some form of monetary incentive.  According to SHRM, "An employee referral program is a recruiting strategy where current employees are rewarded for referring qualified candidates for employement.  Employee referral programs are popular due to lower overall recruiting costs and a high return on investment.  A successful employee referral program can lead to higher employee satisfaction and retention rates" (SHRMM, 2012). As with any program, this is subject to many pros and cons therefore, each HRM has to evaluate different programs to implement the ones more suitable for their organization. 
  
  

  • Assess the pros and cons of this practice.
  Pros
  

  • High quality candiates- When an employee refers a family member or friend to the position, the candidate is pre-screened with qualifications that match the needs of the business.  Employees will not refer a candidate they were not sure would do a great job becasue of their reputation to uphold within the organization.  If the current employee has a history of referring candidates that are not suitable for the positions, then they might be seen as one who makes poor judgement, which could result in missed management opportunities.  
  •  Monetary bonuses- Monetary bonuses are a great way to get everyone involved in referring employees and having them as the best company advocates.  For example, when I joined the military, we were offered a sign on bonus and if we referred a friend to join with us, then we were given a larger bonus.  This encouraged me to speak with my friends about the perks, benefits, and career they could possibly have in the military.  I ended up recruiting 2 other people to join with me and I was paid just to talk about joining.  
  • Best suited for specialized positions- Some positions may be difficult to fill due to the job description.  There may be a need for more technical and skilled workers and current employees usually network or socialize with people in their same field.  For example, I was also a cosmetologist and over the years I have developed a large group of associates that I've either worked with in the past or attended school with.  If any jobs are open or opportunities arise that may need a certain kind of stylist, (braider, color technician, master barber, etc) I will correspond with that person to inform them that the company I'm currently working with is looking for someone in their field.  This will help cut the cost of the company having to do an extensive search, job fair, or some other form of recruiting.  
  • Employee retention- New employees who have a history with a current employee are less likely to feel overwhelmed or an outsider and they already have a familarity with the organization.  

  Cons
  
  • Risk of other staff alientated the referral worker- Other staff hired may see your referral position as favored by management and form clicks or bonds to exclude the person referred.  
  • Discrimination- If the company relys on the referral program as the main source of new hires, those who were not selected on certain positions may feel they were discriminated against and their qualifications not considered.  
  • Lack of ideas- According to WiseStep, "It might happen that the employee referral program brings in the attitude of stick together, which will hide the organizational problems and in turn increase it. Even the growth of ideas will also stop and a stagnant stage might appear" (Reddy, 2015). 
  • Diversity- Companies have to ensure the entire organization is on-board with referrals.  An online article states, "Start by explaining how bringing in the broadest possible variety of ideas, perspectives, lifestyles and experiences can improve your organization's decision-making, product design, service delivery, etc. Make your goals explicit" (Sandlin, 2009). 
    

   

  • What restrictions should be placed on a referral bonus program?
  Referral bonuses should not be based on entitlement but upon HRM and other management's discretion.  The rewards should based on employees meeting specific qualifications such as being employeed for a specific amount of time, having a clean work record, work ethic, and in good standing and only continue to refer individuals only if the ones they've reccommened in the past has worked out for the company.  The rewards should based on the organization have to fill an immediate need for the company.  This program should only be implemented when management has reached an impasse in the hiring department of highly qualified individual and a high turnover rate. 
    
  • Justify whether organizations should consider referral bonuses as a best practice.  

  The referral program can be a very successful part of any organization.  It allows current employees to share the positive aspects of a company and it creates employee loyalty.  Money will keep anyone happy today and if all a person has to do is remain in good standing with the company, do the job they were hired to do and be an advocate for the business, while receiving a lump sum of money at the end of the specified probationary period for the referred employee; then the employee will remain on the job and refer others based on job qualifications.  
  Although the company is having to produce a lump sum bonus, the referral program is the cheapest way of advertising for a position. In today's society so many people are on social media and a lot of people are advertising that their company is hiring and this is what they ask you be qualified in.  So this promotes your business to a large group of people, with the organization not having to pay anything but a bonus to one person.