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Evaluating the workflow of any organization is a complex task that involves analyzing the jobs of
individuals to ensure that the workflow (either current or projected) produces the desired outputs for
the organization, supporting the organizational mission and vision. As an HR consultant, you have
been asked to perform a job analysis for a local hospital. It is a complex job, and you need some tools
to help with the analysis. Select 2 tools that you believe would be helpful and describe why they
would be useful for your consulting project.
Working as an HR consultant, there are many tools and resources that can be used to perform a job
analysis. Pynes & Lombardi (2011) describe job analyses as such; “job analyses provide the foundation
for most Human Resource Management (HRM) activities that include: recruitment and selection,
developing compensation systems, HR planning and training, performance evaluations, risk
management, and job designs”. There can be different tools used to help with job analyses. Sanders &
Yang (2015), explored these tools and stated these different strategies allow HRM to obtain adequate
and unambiguous information to understand the causes of behaviors and situations. Two tools that
could be helpful to do could be a position analysis questionnaire (PAQ) and observation and interviewing
type of evaluation.
Position analysis questionnaire look at and use the job description and all the responsibilities that come
with the job. According to the text by Pynes & Lombardi (2019), “the quantitative nature of the PAQ
enables it to be used for evaluating job worth and for identifying applicable exams for screening
applicants”. This questionnaire is computer-based and interpreted. Position analysis questionnaires look
at 6 different things including the information used to perform the job, decision-making skills, materials,
and processes needed to complete the job, relationships needed to perform the job and the physical and
social contexts as well as other job characteristics and spread these 6 sections over 180 questions.
With observation and interviewing, it gives the HR consultant a chance to see first-hand how things are
done and handled. Currently, I work at a drug rehab facility. Our supervisor sits in on our groups every
once and a while and when we are not interacting with clients, sits in our offices with us. She gets a first-
hand look at how we are completely our jobs without making us feel ‘watched’. Quarterly, we sit with
her and evaluate ourselves with her and let her know what we think we should and should not be doing
as direct care staff and if we think anything needs to be changed. She uses this information not only to
make sure we staff is doing the job properly but to know how to train new employees. Open-ended
questions let us explain how we perceive things.
I think it is important to have a tangible, questionnaire and a one on one session to really understand the
job. A questionnaire like the PAQ alone can be very impersonal and while it gives a lot of information
some things need more of an explanation and I feel that a person to person contact can help explain
things.
Ecclesiastes 9:10 reads, “whatever your hand finds to do, do it with all your might, for in the realm of the
dead, where you are going, there is neither working nor planning nor knowledge nor wisdom” (NIV). At
the end of the day, employees should be doing their best at their jobs and HR consults should play
around and find what tools work best for them to effectively do the job analysis.
References
Pynes, J. E., & Lombardi, D. N. (2011). Human Resources Management for Health Care Organizations: A
Strategic Approach. Hoboken, NJ: John Wiley & Sons.
Sanders, K., & Yang, H. (2015). The HRM Process Approach: The Influence of Employees’ Attribution to
Explain the HRM-Performance Relationship. Human Resource Management,55(2), 201-217.
doi:10.1002/hrm.2166
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