Job Analysis; Discuss Legal Implications Job Analysis (including Citing Court Case uled Selection Practices)
Job analysis: A legal overview

A job analysis lists the competencies required to perform a job; identifies "the job-relatedness of the tasks and competencies needed to successfully perform the job"; and defends the assessment and selection criteria of the job from a legal standpoint (Job analysis, 2013, opm.gov). When constructing a job analysis, "a good place to start is by reviewing materials" that describes the work that is performed, including descriptions of the position; the subject matter on which the employee is supposed to be an expert; performance standards for the job; and occupational studies defining the job's characteristics (Six steps to conducting a job analysis, 2013, opm.gov). Then a list of the required tasks can be created, followed by the identification of the most critical tasks for the position and a list of the most critical…...

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References

Griggs v. Duke Power Company. (1971). Cornell University Law School. Retrieved:

 http://www.law.cornell.edu/supct/html/historics/USSC_CR_0401_0424_ZS.html 

Job analysis: Law/legal issues: Court case. (1998). HR Guide to the Internet.

Retrieved:  http://www.job-analysis.net/G001.htm

job analysis on key jobs within the organization in order to make sure the positions are being handled correctly. The people in those positions should be the right ones for the jobs, and should be working at their maximum capacity. If that is not the case, it is important to determine why -- which can be done through a job analysis that can be matched up to the skills the workers are strongest at.
Job analysis helps with recruiting and selection, as well as training and career development. The more a person knows about a job, the more he or she can determine if that job is a good fit. While employees can and should do that with jobs they apply for, employers need to do that before they extend employment offers. That ensures that they have the highest chance of getting the best people for the job, and potentially…...

For higher-level occupations that have a series of components and facets, a competency-based analysis is more useful. For example, to ensure that the individual had rapport with patients served by the facility, one of the competencies might be defined as working in a hospital environment in a major urban location. hile "competencies include knowledge, skills, and abilities, they "are more than that. There is a component of behavior, performance outcomes, motivation, and attitude included in the concept" (Senior Professional in Human Resources Exam Prep: orkforce Planning and Employment, 2007, Pearson Education).
If either competency or task-based analysis must be selected for the entire organization, given the critical nature of the health providing personnel, the former should be selected over the latter. Furthermore, it could be argued that even the most basic administrative tasks will be successfully executed, if the 'right' people are found, who possess the certain core administrative competencies…...

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Works Cited

Senior Professional in Human Resources Exam Prep: Workforce Planning and Employment." (2007). Pearson Education. Retrieved 16 Sept 2007.  http://www.examcram2.com/articles/article.asp?p=438037&seqNum=6&rl=1 

What is Competency Mapping and How Can it Help?" (2001).Institute for Job and Occupational Analysis: What is JA Website. Retrieved 16 Sept 2007.  http://www.ijoa.org/WhatIsCM.html

Org Structure
Job Analysis

There are a number of different approaches to job analysis that can be taken. Three main ones are the observational method, the interview method and the questionnaire method. Interviews and questionnaires are basically the same thing using different methods, so a better third will be task inventory (MSG, 2016). The observational method involves sitting in on the people working at the call center and observing what they do in their daily work. Ideally, this information would be compared with other call center jobs. Further, it is possible that this information would be compared with other data regarding the local workforce. The downside of the observational method is that there might be things that are difficult to observe that are actually quite important to the job. It takes a certain amount of training in that type of work to truly understand what is necessary to succeed.

The interview/questionnaire method can…...

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References

Chand, S. (2016). Top 6 approaches to job design. Motivation. Retrieved May 11, 2016 from  http://www.yourarticlelibrary.com/motivation/top-6-approaches-to-job-design-motivation-tools/35361/ 

Dwyer, D. (2008). Job analysis-based performance appraisal. Society for Human Resource Management. Retrieved May 11, 2016 from https://www.shrm.org/Education/hreducation/Documents/Instructor's%20Manual_JA-Based%20Perf%20Appraisal_Final.pdf

MSG (2016). Job analysis methods. Management Study Guide. Retrieved May 11, 2016 from  http://www.managementstudyguide.com/job-analysis-methods.htm 

Wright, T. (2016). Advantages and disadvantages of task inventories. Houston Chronicle. Retrieved May 11, 2016 from  http://smallbusiness.chron.com/advantages-disadvantages-task-inventories-73508.html

candidate, as well as better facilitate that person's performance, and reward the person more effectively when a job is done well. This paper will analyze the position of Front Desk eceptionist. It will describe the job, based on five elements, conduct a job analysis, describe testing that may be appropriate for this position, overview methods of employee performance evaluations, and detail an employee training program for this position, giving an accurate picture of this position and what it entails.
Front Desk eceptionist Job Analysis

Job Description:

The position being analyzed has the title of Front Desk eceptionist. Their tasks involve greeting organization visitors, answering the telephone, taking messages when appropriate, sorting mail, and a variety of other secretarial tasks, such as copying, typing, and faxing, as needed by other organizational members. The machinery involved is standard office equipment, including: computer and peripheral hardware, fax machine and copy machine. This position is directly…...

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References

Employee drug screens. (2003). Retrieved October 15, 2004, from http://www.resultresources.com/Assessments/Employee-Drug-Screening.asp.

Personality profile. (2002). Retrieved October 15, 2004, from  http://www.employeeselect.com/personality.htm .

Pinnacle employee testing. (No Date). Retrieved October 15, 2004, from http://www.pinnacledrugtesting.com/.

Plus-32 employment testing system. (No date). Retrieved October 15, 2004, from http://216.219.197.57/tests.html.

Human Resources
Extrinsic:

Clear expectations - 8:00 AM to 5:00 PM

Rewards - $62, 131.00 - $107,190.00 Annually

Intrinsic:

Show why content or skill is important - Manages complex research

Set goals for learning - Management

This position requires a self-motivated individual who does not want or expect to be overly managed themselves. They want autonomy and that would be what I would use to sell this job as more rewarding. I would inform all potential candidates that the job requires a manger with the inner strength to lead his team and more importantly to lead him or herself.

Because this position manages the implementation and administration of policies and procedures which govern recruitment, employment, placement, reassignment and promotion of non-bargaining unit employees, I would offer the candidates a partnership in the development of overall corporate and governmental policy development. This individual would have valuable input into the overall direction for the entire organization because of the ties…...

Job Analysis and Work / Life Balance
Job Analysis and Work-Life Balance

Two (2) methods of job analysis described in the video.

Different job analysis methods are described in the video. The two main ones are the review of the job classification systems and structured questionnaires method. Job classification is customary to the production processes of any organization. Classification of the job can be done on many other attributes like skills, knowledge, experiences, innovativeness, perception, and mission of the organization. Job classification can be done to expand on the possible amenities and hence reflect and yield better returns from the job. In contrast, structured questionnaires have always been critical tools used to collect information from the field (Brannick & Levine, 2002). The process of analysis of a job using structured questionnaires involves the issuance of structured materials containing questions and statements of intent, design to initiate certain responses from the workers. The job…...

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References

Brannick, M. T., & Levine, E. L. (2002). Job Analysis: Methods, Research, and Applications for Human Resource Management in the New Millennium. Thousand Oaks, Calif. [U.A.: Sage Publ.

Forey, G., & Lockwood-Lee, J. (2010). Globalization, Communication, and the Workplace: Talking Across the World. London: Continuum.

Prien, E. P. (2009). A Practical Guide to Job Analysis. San Francisco, CA: Pfeiffer.

ole of Job Analysis in Hiring
The H function of an organization is not only credited with the success of pooling right candidates and hiring the best possible individuals and keeping them, but the same department is also liable for problems faced in hiring and keeping the right talent. It is not a coincidence that helps retain good people. When a talented human resource joins an organization, he or she has associated expectations with job and responsibilities. When the person finds that she is not asked to do what actually her role demands, the person is likely to quit the organization, leaving behind a vacant spot once again. This indicates that the job responsibilities must match the person's skills as well as the job title. The job description should not be ambiguous rather clear. When an organization like Johnson Enterprise works in too many states and cities, the job candidates…...

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References

Singh, P., (2008), "Job analysis for a changing workplace," Retrieved from:

 http://yorkspace.library.yorku.ca/xmlui/bitstream/handle/10315/6300/HRM0021.pdf;jsessionid=83F30A6573E48507C0CE287D5F7B54C4?sequence=1 

Summary of the uniform guidelines on employee selection procedures, (2003), retrieved from:

 http://spb.ca.gov/content/laws/selection_manual_appendixd.pdf

Employee Training and Development
Job Analysis and Competency Models

Undoubtedly, job analysis has been the most widely used tool for hiring, developing, training, and compensating employees. The role of job analysis has been very instrumental in any organization. Nevertheless, this dynamic world also demands constant changes in the hiring process too. That is where, competency assessment has emerged as alternative to job analysis (Bodner, 2011).

Competency was once used as a backup tool for job analysis, but has now emerged as a tool itself in the field of business. Job competency has been defined as those characteristics in an individual that helps in achieving higher performance. Skills and knowledge are also required apart from those characteristics for achieving higher performance. She elaborates attitudes, knowledge, and skills as the inferences of knowledgeable people regarding those strategic requirements and behavior needed to achieve higher performance. Competency supports job analysis as it defines the performance of…...

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References

Bodner, S.L. (2011). The Evolution of Job Analysis: Competency Assessment Comes of Age, Accessed on February 1, 2012 from www.pyramidodi.com/papers/competency.pdf

Each of these three components of human resource management has various strategies which enables an organization to accomplish it goals. For strategic job analysis, the most important human resource strategy is designing a job analysis program that helps in accomplishing the reasons and purpose for data collection. Designing such a program that achieves both of these goals is critical in strategic job analysis since different purposes necessitate the different information and designs. The most important human resource strategy for recruitment is the development of a policy on recruitment and retention as well as procedures that improves this policy (ichardson, n.d.). These systems that help in improving the recruitment and retention policy incorporate evaluation procedures that are essential in identifying the existing and future human resource needs of the organization.

For performance management, there are various strategies that have been employed by various organizations including conventional appraisals and employee self-evaluations. However, the…...

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References:

Pynes, J.E. (2009). Human resources management for public and nonprofit organizations: A

strategic approach (3rd ed.). San Francisco, California: Jossey-Bass.

Richardson, M.A. (n.d.). Recruitment Strategies: Managing/Effecting the Recruitment Process.

Retrieved June 24, 2011, from http://unpan1.un.org/intradoc/groups/public/documents/un/unpan021814.pdf

The last step is rating the elements on the constructs based on a 5, 7 or 10 point rating system Smith, 1980()
Another method is work sampling whereby the proportion of time a worker spends on a particular activity such as fixing a machine or designing a new system is measured. Hierarchical task analysis is another method and it involves giving a description of the performance of the employee based on the organization's hierarchy. This method involves describing the interactions between the employee, their supervisor and other managers in the hierarchy Shepherd, 1985()

Problems with job analysis

The job analysis process involves a variety of methods, detailed plans, tools and human effort which makes it prone to problems and challenges. One major problem that comes with job analyses is the lack of support by the management team. This is a huge problem that arises when the job analyst is unable to elicit…...

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References

Carter, R.C., & Biersner, R.J. (1987). Job requirements derived from the Position Analysis Questionnaire and validated using military aptitude test scores*. Journal of Occupational Psychology, 60(4), 311-321. doi: 10.1111/j.2044-8325.1987.tb00263.x

Dessler, G., Griffilhs, J., & Lloyd-Walker, B. (2007). Human resource management: Theory, skills & application (3rd ed.). Australia: Pearson.

Muchinsky, P.M. (2011). Psychology Applied to Work. Summerfield, NC: Hypergraphic Press.

Nel, P., Plessis, A. d., Fazey, M., Erwee, R., Pillay, S., Mackinnon, B.H., . . . Millet, B. (2012). Human Resource Management in Australia and New Zealand. Victoria, Australia: OUP Australia & New Zealand

Job Analysis and Performance Appraisal Methods: Practical Applications
My current circumstances could be grooming me for a totally different profession but deep inside, I have always admired the work journalists do. I particularly like how news reporters go out to the field, gather real time information, and interact with newsmakers. In addition to enjoying themselves, these ladies and gentlemen play a very significant role in the creation of a more open and just society. For this assignment, I will address a number of issues with regard to the job I would be interested in pursuing, i.e. news reporting.

Job Analysis

Job analysis according to Werner, Schuler, and Jackson (2010) is essentially "a systematic process of describing and recording information about job behaviors, activities, and worker specifications" (p. 122). In that regard therefore, a job analysis seeks to generate information regarding both those performing the job and the job itself. It is a process…...

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References

Mathis, R.M. & Jackson, J.H. (2010). Human Resource Management (13th ed.). Mason, OH: Cengage Learning.

Snell, S.A. & Bohlander, G.W. (2011). Managing Human Resources (16th ed.). Mason, OH: Cengage Learning.

Werner, S., Schuler, R.S. & Jackson, S.E. (2012). Human Resource Management (11th ed.). Mason, OH: Cengage Learning.

In this way, all three methods of job analysis can integrate in order to provide an objective as well as global overview of the job being analyzed.
When analyzing the Packagers job, all three methods will then be used in an integrated way. Because of the size of the company, interviews and questionnaires have been considered as unviable. It would simply take too much time and effort to administer and analyze questionnaires. Interviews in turn would impose upon the work time of workers, and would not be sufficiently accurate to be of value to the analysis.

In order to assemble the information and complete the analysis in a timely manner, it was decided to delegate the self-reporting tasks to team managers. Each team manager will provide a self-report of his or her own, together with gathering self-reports from subordinates. These will then be consolidated and provided to the HR Manager. For…...

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Sources

ChangingMinds.org. Job Analysis. 2010.  http://changingminds.org/disciplines/hr/job_analysis/job_analysis.htm 

HR-Guide.com. Job Analysis: Overview. 2010.  http://www.job-analysis.net/G000.htm 

McNamara, Carter. Employee Task and Job Analysis. Free Management Library, 2008.  http://managementhelp.org/staffing/specify/job_nlyz/job_nlyz.htm 

U.S. Office of Personnel Management. Job Analysis Tools. 2010.  http://www.opm.gov/HiringToolkit/docs/jobanalysis.pdf

Job Analysis Selection • Conduct a job analysis. • Outline a workforce planning system. • Create a selection process staffing. Course Assignments 1. eadings • ead Chapter 5 -- 7 Managing Human esources.
Job Analysis Selection

As InterClean and EnviroTech completed their merger, the operational complexities of the resulting companies significantly increased. At the primary level, one could observe the fact that the organization would no longer simply offer cleaning products, but also cleaning services to the local health care institutions. As a specification, these institutions require the highest possible quality cleaning products and services. Nevertheless, the ability to kill as many germs as possible does no longer represent the main competitive advantage.

The modern day society is extremely dynamic and continually challenges the economic agents to rise up to amounting expectations. While a high quality of the manufactured products and delivered services is imperative, it is no longer sufficient to generate customer…...

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References:

Jobber, D., Lancaster, G., 2009, Selling and sales management, Pearson Education

2010, Sample job analysis, Staffing and Recruiting Essentials,   last accessed on December 21, 2010http://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.html 

Business open learning archive, The BOLA Project,   last accessed on December 21, 2010http://www.bola.biz/jobs/salesjob/salesrep.html 

Job Analysis Selection InterClean merged EnviroTech, a result, a strategic direction. The company longer sell cleaning products, provide full-service cleaning solutions organizations health care industry.
Job analysis and selection

As InterClean merged with EnviroTech, the resulting company is one with an increased operational complexity. Specifically, instead of simply selling cleaning products, the new firm would also be offering cleaning services to customers in the health care industry. This specifically means that the quality of the products and services delivered has to be of the utmost highest standards, in order to serve the extreme hygiene needs of the medical field.

In order for the company to succeed in its endeavors, it is necessary for it to adequately staff, train or otherwise manage the human resources. This necessity is pegged to the fact that the employees are the ones who create and sell the products, and also the ones who deliver the services. This means…...

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References:

Gross, J., 2009, What is workforce planning system? PayScale,   last accessed on December 20, 2010http://blogs.payscale.com/compensation/2009/10/what-is-a-workforce-planning-system.html 

Heathfield, S.M., Hiring employees: a checklist for success in hiring employees, About,   last accessed on December 20, 2010http://humanresources.about.com/cs/selectionstaffing/a/hiringchecklist.htm 

Employee selection process, Management Study Guide,   last accessed on December 20, 2010http://www.managementstudyguide.com/employee-selection-process.htm 

Practical steps to employee selection, University of California,   last accessed on December 20, 2010http://cnr.berkeley.edu/ucce50/ag-labor/7labor/02.htm 

A job analysis paper refers to a specific type of essay that examines different aspects of a job. The type of tools and methods you choose to analyze a job depends on a few factors, such as what job you are analyzing and the purpose of the analysis.  If you are in management or human resources, you might use metrics like output or time to complete a job to help determine job requirements, while if you are a prospective employee or looking at a career, you might choose an entirely different approach.  Whatever approach you choose, an effective job analysis....