Unit III Web Assignment Staffing

BHR 4601, Staffing Organizations 1

Course Learning Outcomes for Unit III Upon completion of this unit, students should be able to:

3. Explain the significance of research methods used in job analysis. 3.1 Define job analysis, including the various types of job analysis methods and the steps to

complete the process. 3.2 Explain the legal reasons for conducting job analysis. 3.3 Describe job description, person specifications, and competencies.

Reading Assignment Chapter 4: Strategic Job Analysis and Competency Modeling

Unit Lesson Click here to access the audio recording of this lesson. What is a job analysis? Why is it important? What purpose does it serve? Why does the supervisor need input from the employees? What if the employees fail to cooperate? What if false information is given? How does this impact company failure or success? As you can see, there are many questions that may be asked in regards to job analysis. Many of you have heard the term “job analysis.” Some of you may have had the opportunity to conduct job analysis. As popular as job analysis can be, there are some organizations that believe it is a waste of time. However, based on experience, job analysis can help to determine the success of an organization. You may ask, how so? When a job analysis is conducted, the reviewer looks to find the specifics about the specific job. The job analysis does not look at the person in the job but the job itself. The reviewer tries to determine what duties and tasks are needed, the time it takes to complete the task, and the process for completing the task. The reviewer also tries to determine what necessary tools and/or equipment are needed to perform job tasks. Although most people believe the supervisor is the go-to person for this information, the person performing the job is the best person to gain such information from. The person performing the job’s tasks on a regular basis can generally share information about the job that the supervisor may not be aware of. The job analysis is a great tool when writing job descriptions or revamping an organization. The job analysis helps to create specifics about the position and essential functions. There are several job analysis methods that organizations utilize. Many organizations utilize more than one method because they typically utilize the one they feel will produce the best reliability and validity for a job class or family. Now that the job analysis is complete, it is important to understand how all this works. The managers are now able to determine if the proper knowledge, skills, abilities, and other characteristics (KSAOs) have been identified. They can determine if changes need to be made to the job descriptions. When changes are needed, the managers must make certain that essential functions are identified and are in compliance with the Americans with Disabilities Act (ADA). Managers can also determine specific rewards that need to be implemented in order to attract and retain employees. Scenario You heard “through the grapevine” that your company will be conducting job analyses for various positions within the organization. Your immediate supervisor has not told you about this, so you began to wonder: what is the purpose of the job analysis, who will it impact, and what impact will the analysis have on employee pay and job stability? These are only a few of the many questions that employees may have when they are not

UNIT III STUDY GUIDE

Job Analysis—Is It

Really Important?

BHR 4601, Staffing Organizations 2

UNIT x STUDY GUIDE

Title

familiar with job analysis or when management does not take the time to communicate this process to the employees. To avoid confusion, disgruntlement, and lack of cooperation from the employees, what should management do? The answers are addressed within the reading in Chapter 4. After completing this unit, you should have a better understanding of job analysis, the legal ramifications of job analysis, job analysis methods, and what it takes to plan and conduct a job analysis. This unit will also provide insight on job analysis rewards—to include intrinsic and extrinsic rewards.

Suggested Reading Click here to access the Chapter 4 PowerPoint Presentation. Click here to view a PDF of the Chapter 4 presentation.