Brillant Answers

BUSI 443

Job Analysis Project Instructions

Job analysis is the overall process of “studying jobs in order to gather, analyze, synthesize, and report information about job requirements and rewards” (Heneman et al., 2015, p. 153). It is described as “the foundation upon which successful staffing systems are constructed” (Heneman et al., 2015, p. 153). In this 2-part assignment, you will (a) propose a position to gather information on, and then (b) create a job description and response to questions on the job analysis.

Done - The first part of this assignment is Part 1: Topic Submission and Annotated Bibliography. This part must contain the position chosen with a brief annotated bibliography of 3 resources to be used in the project.

This is part 1:

Position: Human Resource Manager

Bisk Education. (n.d.). HR Management Career Job Description. Retrieved April 03, 2017, from https://www.villanovau.com/resources/hr/hr-manager-job-description/#.WOJzW_nyuUk

In this article the workplace is described, linking it to the importance of Human Resource Managers. Stats are given that show to show that this field is expected to continue growing due to its importance. The duties, education and training requirements, qualities and skills of a Human Resource manager are outlined very well by this article.

O*NET OnLine. (n.d.). National Center for O*NET Development. Retrieved April 03, 2017, from https://www.onetonline.org/

This website gives very in-depth information about a Human Resource Manager's position. It lists: tasks, skills, knowledge required, skills required, abilities, daily work activities, typical education, just to name a few things. This website is a great resource for writing a job description, as it lists every aspect of what the job entails and the skills/education required to do it.

SHRM. (n.d.). Job Descriptions: HR Manager. Retrieved April 3, 2017, from https://www.shrm.org/resourcesandtools/tools-and-samples/job-descriptions/pages/cms_001298.aspx

This article gives a sample job description of a Human Resource Manager. It gives some good examples of the essential functions of an HR manager, along with the skills and education required. This is a very good example of a clear, professional job description.

The above resources are required to be used to complete this project.

The second part of this assignment is Part 2: Job Description and Job Analysis. This part must contain the job description with the job analysis.

Part 2: Job Description and Job Analysis Instructions

Job Description

There are several examples of job descriptions. Exhibit 2.6 on p. 99 of the Nkomo et al. (2011) text provides a template for the position that you are researching. You will create an original job description. Do not copy a job description used by O*NET, on the internet, from a printed resource, or already completed by anyone or any organization. You may gather ideas and information from these resources and then decide what information and what elements for the job description are necessary. Spend time investigating what you need to complete this project. There are many great resources to help you. Consult the Heneman et al. (2015) text. It provides many of the needed resources and hints for accomplishing your task. SHRM.org and O*NET are great places to start (remember the O*NET resource is a required resource for this project). No in-text citations are to be included in the job description itself; they must appear in the discussion of the job analysis that is to follow. Do include a title page prior to the job description. Note that a job description is the end result of a job analysis process, not the beginning. Take a look at Chapter 4 of the Heneman et al. (2015) text for details of the job analysis process to help you on the way to the job analysis.

Note: If you are using a personal interview to collect data for the job analysis questionnaire on p. 98 of the Nkomo et al. (2011) text, it will be a great help as you gather data for the project (you are not required to submit the questionnaire).

Job Analysis

You will write a 6–8-page paper that addresses the 6 questions at the end of this document. When formatting your paper, the job description must be placed first (before the title page). The job description, title page, and reference page do not count toward the required number of pages. You must include an introduction and a conclusion to the paper. The topic of the questions may be used as section headings to assist in the flow of the paper (e.g., job analysis methods, process, and sources used, essential functions for the position, etc.). You must include at least 5 peer-reviewed resources. Course materials must also be included in your paper, but do not count toward the total number of resources used.

1. What methods, processes, and resources did you use in the job analysis? How did this lead to your final job description? This is the point where you must make reference to the sources that you consulted in creating the job analysis, but be sure that most of the discussion focuses on the processes. Look at Chapter 4 of the Heneman et al. (2015) text for details on the job analysis.

2. How did you decide on what knowledge, skills, and abilities were “essential job functions” for this position? How do you recommend that a company update and maintain job descriptions? When should this description be reviewed?

3. What methods, process, and resources might you use if you were conducting this job analysis for an organization and wanted it to be thorough and complete? For example, would you work with a method such as the use of a committee on the process, or a resource such as an employee’s work journal?

4. Discuss 3 external recruitment resources and 1 internal resource for this position. Discuss 1 additional recruitment tool that you dismissed as inappropriate for this position and explain why.

5. Identify 3 selection resources for this position. Explain why you made the choices you did. Discuss 3 selection tools for the position and why you made those choices. Discuss 1 additional selection tool that you dismissed as inappropriate for this position and explain why. Make sure that the selection criteria you choose is measurable and legally defensible.

6. How can the job analysis process and resulting job description be used in areas of Human Resources apart from recruitment and selection?

Submit your assignment through SafeAssign as a draft to check for plagiarism before submitting it for points.