Unit 9 Final

Running head: JOB ANALYSIS 1

JOB ANALYSIS 1

Job Analysis

Stephanie A. Gillmer

Purdue Global University

HR 435-01 Compensation

Dr. Ileana Felipe

August 25, 2020

Intermodal Job Analysis

One particular job within BNSF is the intermodal department. Intermodal involves loading and unloading of domestic and international freight on or off trains. As a significant functioning part of the railroad as it delivers goods overseas to the United States, and delivers goods from West to East coast in the U.S. In the intermodal department is a job called intermodal equipment operator.

The intermodal equipment job description is to be able to perform three levels of handling the equipment in the railyard. Employees have to be able to use cranes, side-loaders, forklifts, and hostler trucks (Job Applications, 2014). The job description is still accurate today. The job description has details of operations expected for each of the four duties required. The job description also has a statement about safety that BNSF is very strict. All employees are expected to comply with federal rules, policies, and procedures, and respond and react to any threats (such as equipment failure and chemical spills).

The purpose of this job analysis is to establish and document employment procedures such as selection, training, compensation, and performance appraisals. The aspects of the job that are analyzed will be duties and tasks, environment, tools and equipment, relationships, and requirements of the job (HR-Guide, 2015). The best method of conducting a job analysis in this field would be the observation method. An advantage of using direct observation the analyst can obtain first-hand knowledge and information about the job. Direct observation also allows the analyst to see (or experience) the work environment, interrelationships with other works, equipment, and tools used, and the complexity of the job. Getting testimony about the jobs worked personally is direct testimony, not subject to hearsay rules (HR-Guide, 2015).

Using other job analysis methods only allow analysts to receive indirect information. The other methods (interview and questionnaire) can create sources of error exaggerations or omissions. The errors that are introduced by either the incumbent by items on the questionnaire or being interviewed (HR-Guide, 2015). With direct observations in this field of work of the incumbent, the error sources can eliminate.

Performing a job analysis or even reworking the analysis serves the purpose of keeping roles current. Essential roles in keeping current include recruitment and selection, job evaluation, deciding compensation and befits packages, training and development needs, and increasing morale along with the organization’s productivity (Juneja, 2020). The job analysis goal is to see if the objectives of the job meet specifications or not. The job analysis conducted on the intermodal equipment operator position will keep job performance up and make sure that new employees hired will have current and accurate information when being hired. The job analysis will also help new hires to get the best training available should the position change with updated procedures.

A job-based pay structure would be the recommendation for the intermodal job; based on the responsibilities and work conditions the employee faces (2015). If this system were in the intermodal field, now the three did tasks of ramp operations would be different pay scales. For example, groundwork would be on the bottom; this is a starting position where employees need to start to understand the requirements expected in the facility. Next would be the hostler; this position is where employees start working with heavy equipment aside from forklifts. Hostler has a higher responsibility to transport containers safely around the ramp without any damage. The top pay scale on the ramp would be machine operating. Machine operators have to have the most awareness and responsibility to ensure no accidents with hostlers, no injury to employees around them, and no damage to containers or railcars.

References:

Administrator. (n.d.). Job Analysis. Retrieved August 24, 2020, from http://www.explorehr.org/articles/HR_Planning/Job_Analysis.html

HR-Guide. (2015). Job Analysis: Overview. Retrieved August 24, 2020, from https://job-analysis.net/G000.htm

Job Applications. (2014, December). Retrieved August 24, 2020, from https://performancemanager8.successfactors.com/acme?itrModule=rcm

Job-based Vs. Person-based Pay Structures. (2015, October 17). Retrieved August 24, 2020, from https://peoplecentre.wordpress.com/2015/10/17/pay-structures/

Juneja, P. (2020). MSG Management Study Guide. Retrieved August 24, 2020, from https://www.managementstudyguide.com/purpose-of-job-analysis.htm

Www.OPM.gov. (n.d.). Retrieved August 24, 2020, from https://www.opm.gov/