Performing Job Analysis on Complex and Senior Job Roles: An Evaluation

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

At times, after firing the underperforming employees, a company may end up replacing him or her with even a worst performer. In such cases, the organization will have to go through a series of firing and hiring employees frequently. The problem with this arrangement is that businesses waste a lot of time and resources (human and capital) when trying to find that perfect employee to fill any given job vacancy in their organization (Shaer 10).

The reason for job analysis is to study and evaluate the things that a job is supposed to involve. This is describing exactly what skills are needed to perform the job, and what the exact qualifications are to fill the position. Job analysis is a method needed when the employee need to know the precise function. An example would be that an employee’s duties should be clearly stated. So, a jobs analyst is to observe the employee at his or her current duties. This is also helpful in deciding what the requirements are to perform this job more effectively. As well jobs continue to change so a job analyst n should watch for

The chapters of Job bring to light God putting his favorite servant in a situation in which he loses a throw other desire to drop in a dalliance with God castigate God himself. It starts to asking price Job dearly to throw in one lot with on to his sexual affair outside of marriage with God.

A vital piece of managing employees is to find the right applicants for these positions. A great deal of person's success in the position of a manager could be associated with

Job competencies for the Adult-Gerontology Primary Care Registered Nurse Practitioner as documented by the American Association of Colleges of Nursing (AACN), (2010) Includes, health promotion, disease prevention, health protection interventions, anticipatory guidance, counseling, healthy environment promotion, incorporation of community needs, strengths and resources into their practice, application of epidemiology and demography in clinical practice, demonstration of critical thinking and diagnostic reasoning, health history evaluation, physical examination, can identify abnormal findings, employs screening and diagnostic strategies, data analysis for health status determination, development of differential diagnosis, ability

Human Resource (HR) managers work with top managers in order to create jobs and develop high-performing workforces. HR managers design jobs that fulfill the needs of the business and align with organizational goals. However, before jobs are created, HR managers need to understand what tasks and duties are required. The process of identifying the tasks and duties needed for a job is referred to as Job Analysis (Noe, Hollenbeck, Gerhart, & Wright, 2014). A job analysis is important because it assists managers with recruiting, performance management, compensation, and ensuring equal treatment (Stewart & Brown, 2012). Ultimately, the information gathered from job analyses are used to develop job descriptions. This paper will demonstrate

Finding the best people to work in organizations has peaked over time due to many companies downsizing (Frankenfield, & Kleiner, 2000). For this reason, most organizations are no longer exclusively relying on interviews in the screening process of new employees. The purpose of pre-employment testing is to aid in predicting future behavior (Bloomquist, & Kleiner, 2000). The use of employment testing has increased over time in order to find and hire the best employee.

After reading the case study, Job Redesign for Expanded HIM Functions, I have decided to analyze a little bit from it. I will be studying the different principles and how they are applied to the case. I will also speak a little bit about the outcomes and even the impact that it had in various departments.

The book, Before Onboarding, illustrates a productive way to hire and retain quality candidates for executive positions in a cost effective and efficient way (Burroughs, 2011). Moreover, the book explains ways to improve the transition of the new leader, whether he or she is an internal transfer or an outside executive. Regardless of where the new leader originated, internal or external, the process is fundamentally the same and it consists of 6 distinct steps (Burroughs, 2011). The New Leader Integration process is first explained to the prospective new hire and the mutual benefit for both the new leader and the organization is explained. Primarily, a set of interviews are conducted with the bosses, peers and direct reports with all the answers to the questions kept confidential (Burroughs, 2011). In addition, interviews may be added to include large customers, suppliers and trustees if needed. Once the 6 steps of the process are completed, the new executive should have the necessary knowledge of the organization, thereby improving his or her chance for success.

The view of the job description differs depending on the groups and objectives needed to achieve set goal within the department or organization. Job description will describe the position’s responsibilities, duties as well as minimum qualifications and education. “Exactly how job descriptions are prepared and used is a complicated story that has it origins in the creation of civil service systems and merit system principles.” (Borrego, 2012) Elected and appointed officials may consider positions management a necessity in order to control the magnitude and direction of the organization’s staff when considering the quality of budget management and program evaluation, but most elected officials will only consider the job description and classification if they are considering ways to reduce the budget. Merit system reformers believe that they must consider analyzing, and classification of a position in order to achieve an effective and equity of a civil service system. They consider this as the stepping-stones for a responsive and professional public administration. Human Resource Specialists and position management positions think about recruiting, selection, pay equality and performance evaluation with considering a job description and classification. The job description and classification aids in recruiting so that must create a clear and accurate job description. This will help with the selection process by eliminating individuals that do not meet the minimum qualifications.

Selecting suitable candidates for senior level positions of the organization is also an essential undertaking. There are several considerations an organization must take into an account about a candidate before hiring them.

Susan Burnt has been selected for one of the outside sales representative position. She is familiar with the work ethics of Interclean. She has worked under the supervision of David Spencer. She has been very successful with all sales accounts she has worked. She has

Selecting the correct methodology for recruiting your next chief executive officer is undoubtedly one of the most difficult decisions that a board of directors will ever have to make. Horse races, promotion contests, and the extensive use of executive search firms have proven to be the most common forms of selecting company’s top executives. The fight to hold to the title of CEO between internal and external candidates is cut-throat and in most cases, a popularity contest based on reputation alone. Selecting the proper method of recruitment helps companies to eliminate these battles and pick the top candidate based on their qualifications such as their credentials, experience,

Write an explanation of job analysis information and a description of your workplace planning system for class HRM/531 (Human Capital Management).