HMR



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. 1. What kinds of human resource problems can occur if little thought is given to creating a job analysis? 2. Are there legal implications for HR departments that do not consider policies on diversity and sexual harassment in their job analysis? What types of legal issues could be prevented by a clear job analysis? 3. How much input should incumbent employees have in the job analysis? Do HR departments hesitate to include them in the shaping of the analysis or are they considered viable resources? What sorts of problems could arise by using employee input to create job descriptions? 4. What kinds of problems could be avoided when the organization uses a job analysis in regards to ways of dealing with employee grievances? What are the implications of the HR department being inconsistent with the policies they set in the analysis? Part II. Recruitment and Orientation: A strong case is made for using the criteria created in the job analysis to guide agency recruitment practices. Through the analysis, the employer is able to assess the Knowledge, Skills, Abilities, Personal Characteristics and Credentials they are looking for in their job applicants. It is important for the HR manager to evaluate the content, context and requirements of the position before and during the recruitment process. Other things to consider in the recruitment process: 1. Planning for the future. Succession planning: identifying people already in the organization to fill an unexpected void. Recruitment within. Class questions: What are some of the main advantages of this approach to recruitment from a HR perspective? What are some of the problems that could arise from only recruiting within? (Homogeneous workplace, lack of diversity and new skills). 2. A HR department must find the recruiting method that produces the best pool of applicants. A recruiting program has the goals of cost