Job Analysis Reflection

741 Words2 Pages

MY RESPONSE: A job analysis should include in every human resource function, because it supports the business strategy, analyzes employees’ performance, and broadcasts the future developments. This practice helps to identify the needs for specific skills, and it's a useful tool for hiring, promotion, and training. For instance, when performing an assessment, you are looking not only for a job performance, you can identify a specific behavior or areas of possible improvements. The job assessment helps to identify additional needs for enhancement or correction. There is a correlation between managers and employees, and collected data will help to determine the internal environment and how good the relationship is. For example, during training, …show more content…

Job analysis is a long and expensive process, and not all companies have HR manager who can conduct it. Some people believe it's unnecessary practice and to them, it’s not difficult to make a decision without performing a job analysis. I wouldn't argue with any opinion; I just wonder how people can conclude the compensation or wage increase without a specific supportive evidence? I experience unfair practice where people got promoted or received higher earnings because they were "friendly." This exercise is not just illegal; it's unethical. The most significant challenge with data analysis includes accuracy. As an HR professional, you want to be sure to collect accurate and adequate data that can be useful. For instance, trying to assess a travel agent performance, whose job requires travel mostly, is almost impossible. You won't be able to observe the person's performance in another state. In this case, you only can collect information based on the specific results and outcomes, like sales numbers. However, if you are an enthusiastic and smart HR manager, you also can perform survey and call clients and asked about the agent's performance. There are many ways to collect information. Some companies just don't believe in job analysis and become intensely defensive. To them, it's a bureaucratic process that can be expensive, time-consuming, and unnecessary. Once again, I wonder how companies can support their decisions without providing concrete evidence? How did the company create the determination of training, promotions, or wage increase? (Milkovich, Newman, & Gerhart, 2014, p.

Show More
Related

  • Disney Compensation Analysis

    714 Words  | 2 Pages

    The above examples of pay show that the more skills, experience employees are with the organization the more they are compensated. Organizations would benefit by utilizing the same practice’s Disney extends to their workforces. For those businesses whose primary purpose of their plan is to only meet compliance requirements could greatly benefit by developing a comprehensive benefit plan. This could help increase their return on investment. The value I believe a business may gain from Disney’s compensation plan is to appeal to competent workers, to maintain those workers, and to motivate workers to direct their energies towards achieving the goals of the organization. Companies can set up policies to conduct a market study on a regular basis to implement a real performance appraisal system and then work on retaining good employees and elimination of poor performing workers. By following Disney’s lead of in obtaining those who best fit their company’s culture and supporting the company’s Mission. To guarantee that the pay structure is externally competitive, a pay survey should be shown. The results of a survey to be valid, the market pay data must be from the relevant labor market for each benchmark job. I would advise that a survey of regional and global pay data should be collected from the company, because for example, most of the office support, HR and operations jobs will be filled by local applicants. A job analysis is the procedure of reviewing jobs in an alike business. The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of job within a company

    Read More

  • Competency 2 Reflection

    842 Words  | 2 Pages

    For me competency 2 is the ability for us as social workers recognizing the characteristics and factors that help shape an individual’s identity and help define what an individual believes in and what they stand for. These characteristics and factors include things such as gender, ethnicity, culture, religion, age, etc. Its these characteristics and factors that affect an individual’s human experience and it’s what makes each of us incredibly unique. As social workers, we must have both respect and appreciation for diversity. Finally, competency 2 also means that we’re able to see how diversity and difference also brings oppression, marginalization, and as well privilege and power. We must be able to understand the different forms and mechanisms of discrimination and oppression and how

    Read More

  • Job Analysis In The Workplace

    1131 Words  | 3 Pages

    A job analysis a great way to analyzed whether or not the individual is fit for the position. By creating a questionnaire that relates to the daily tasks for the position will narrow done the selection process into a smaller portion. The information given from the Job Analysis is also used to create a Job Description and Job Specification. “Job description identifies the tasks, duties, and responsibilities. The “job specification list the KSAOCs that individuals need to posses to perform a job successfully”(Pynes, 2013). After an individual is hired we must train that individual with the proper format in order for them to understand the concept of work. In this process I will develop a training program that includes all the organizations policies, procedures and daily tasks.

    Read More

  • Informative Interview Reflection

    294 Words  | 1 Pages

    I tend to be quite critical of other speakers. Much of what I write is about what he or she

    Read More

  • Three Types Of Personnel Strategies For Position Classification

    1574 Words  | 4 Pages

    Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs

    Read More

  • Human Resources and Employee Evaluations Issues

    1893 Words  | 4 Pages

    Human resources play a very large role in an organization. The department is tasked with evaluating potential employees, managing existing employees, and reprimanding problematic employees. One job function under managing existing employees is employee evaluations. Human resources do get some help performing this function in the form of evaluations filled out by the employee’s manager. It is customary in many companies for an employee to be evaluated by his or her manager on at least an annual basis. The annual evaluation gives the manager an opportunity to discuss the employee’s performance throughout the year and bring up any issues the manager may have with employee performance. The evaluation is also a good time to reward higher performing employees for their many successes. The reward could be anything ranging from a raise to a promotion depending on performance, but how is the performance evaluated? What criteria should be used to measure how an employee performs during an evaluation?

    Read More

  • Performance Evaluation

    1819 Words  | 4 Pages

    There is a purpose in doing performance evaluations, in which it helps management make general human resource decisions. Performance evaluations provide input to help make important decisions such as promotions, transfers and even terminations. Also, could help to identify training and developments they need, as well help develop programs and providing feedback to employees on how they performed on their review. Performance evaluation can help to see who will get merit pay increases and other rewards.

    Read More

  • Strategies of Employee Appraisal

    1527 Words  | 4 Pages

    Performance appraisal is one of the most important key for the human resources department. It helps organization to determine career objectives, and making strategies to reach the objective and use all the potential. These strategies are based on career counseling, succession planning, training needs, and individual abilities. Also, by the feedback, employees became more encouraged to increase their performances, and supervisors have more pressure to be successful because of ratings. Employees can follow increase or decrease in their performances, and realize their strengths and weakness with the historical feedback.

    Read More

  • Analysis of the Performance Management at the University of Ghana

    835 Words  | 2 Pages

    There are two main components to prerequisites that include knowledge of the organizations strategic goals and knowledge of the jobs being evaluated in a performance management system (Aguinis, 2009). First is setting strategic goals, which allow the organization to clearly define their purpose thus establishing similar goals downward until each employee has individual goals that are aligned with the organization (Aguinis, 2009). Second is job analysis where job duties are defined and understood so that criteria can be developed for success at the job level and how it ties back to organizationa...

    Read More

  • Case Study Reflection

    824 Words  | 2 Pages

    In general, I consider my greatest strength in the case study tutorials to be a confidence and willingness to contribute, which is certainly something I have struggled with in the past (during A levels, etc.). Having gained experience in group work and in leading a group project in my foundation year at Keele, I now find it far easier to speak up in these situations. I consider myself to generally be a very quiet person, so it has taken a lot of development to get to the point where I am able to speak out loudly and clearly. I am pleased with what I have achieved in this regard.

    Read More

  • Job Analysis

    1323 Words  | 3 Pages

    Here are some key points and ideas about exercises we could do in class. PLease contact me if you have any questions. I think we could have the speaker and do the mock interview I suggested toward the end of this e-mail. Shana Cohn CLASS DESIGN Important points, class discussion questions and activities. Part I Job Analysis defined: Identifying lists of activities or tasks associated with the job. Determining the skills needed to perform the job successfully. A well-designed job analysis can help to create a work environment where expectations are clear and future problems can be alleviated through communication. Some detailed benefits of job analysis include: 1. It provides uniform guidelines for dealing with employment selection, compensation, performance standards, and the skills needed for any given position. 2. It lays a foundation for gaining a competitive advantage by identifying training needs for the incumbent employee or an employee entering into the organization. 3. A successful job analysis draws clear boundaries between the employer and employee regarding qualifications, job responsibilities, lines of authority, and ways of preventing or dealing with grievances. 4. It allows employers to hire qualified candidates by linking applicants' skills to the job analysis. Employers can also prove that their requirements for selection are related to the job. The ADA defines a qualified applicant as "one who can perform the essential functions of the job." A job analysis provides the employer with justification of why they chose a particular applicant. Other areas to note: 1. The most common reason for a job analysis is to gather information for job descriptions. The job description should focus on results and outcomes instead of how to accomplish the job, because each person attains results in a different fashion. 2. Preparation for the future is key to dealing with a changing workplace. The job analysis should integrate issues the organization may confront in the future, such as turnover and technology advances that could change its structure. 3. Forecasting HR needs is critical to the success of the organization. These should be assessed with past trends, evaluating the skills of incumbent positions, and being aware of changing skills and requirements. Some questions/activities regarding job analysis: A class activity would be a case study that involves a new person hired into an organization where a job analysis is not utilized. The following questions serve as a guideline for the types of issues that could arise without a clear job analysis.

    Read More

  • Job Design and Job Analysis

    764 Words  | 2 Pages

    It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.

    Read More

  • Interview Reflection

    222 Words  | 1 Pages

    -I explained my thesis, made I contact, and dresses professionals. The people on my panel did not seem to have any questions on what I was arguing. I did okay at not reading right off of my paper but at times I did look at it for reference, mainly for statistics.

    Read More

  • The Importance Of Job Evaluation

    1078 Words  | 3 Pages

    The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic

    Read More

  • Assessment Reflection

    969 Words  | 2 Pages

    As I reflect on my past assessment process, I realized how much my assessments have changed over the years. In my early years, I used tests for informational recall as my assessments. I felt these were appropriate guidelines in which I needed to follow in order to substantiate a student’s grade. Every assignment or tests was given a point value and then based on the amount of points, a grade was given. Every student’s assessment was exactly the same, and the assessments did not contain any subjectivity. I felt confident in giving the grade based on a valid point system. However reflecting back, I see that I did not include any performance-based assessments or individual learning styles in my early assessment. I also did not take into consideration the individual needs of my students. My assessment approach was awful. I am embarrassed that I use to assess students in this manner.

    Read More

More about Job Analysis Reflection

Open Document