ArtsAutosBooksBusinessEducationEntertainmentFamilyFashionFoodGamesGenderHealthHolidaysHomeHubPagesPersonal FinancePetsPoliticsReligionSportsTechnologyTravel

HR Planning and Staffing

Updated on February 24, 2017

Read the SHRM article Performing Job Analysis. Use the article to describe any two uses for job analysis within an organization (why it is done). Then contrast two job analysis methods and their benefits (how they are done).

Speculate on at least one limitation or downside of each method.

Job analysis is the process of obtaining information about all of the parameters of a job, such as the responsibilities, behaviors, skills, the physical requirements, and the mental requirements of the people who do it; this information is collected through determination of the duties, tasks, and/or activities that people who hold that job complete (Bohlander, Snell, & Morris, 2013). A job analysis is typically used in order to create a job description which is a clearly defined description of the job which includes a list of either required or preferred qualifications for the job incumbent (Performing Job Analysis, 2013). There are many reasons for an organization to perform job analysis such as: strategic HR planning, workflow analysis, recruitment and selection, training and development, performance appraisal, compensation management, and legal compliance (Bohlander, Snell, & Morris, 2013).

An organization may decide to perform a job analysis for strategic HR planning purposes; in this case the organization is using the job analysis in order to examine their organizational structure and strategically position it for the future (Bohlander, Snell, & Morris, 2013). The job analysis would help to determine if the organization has the right numbers, types of jobs, and skills needed to cover the scope of its activities in both the present and in the future, whether or not the jobs are conflicting with each other, and if there are tasks that are not being clearly assigned to certain jobs (Bohlander, Snell, & Morris, 2013). When the job analysis is being done for strategic HR planning purposes, it is acting as a focal point for ensuring the organization is in alignment with itself. A job analysis can also be completed for recruitment and selection purposes. When a job analysis is done for recruitment and selection purposes, the main goal is to provide information on the job in order to attract qualified applicants while discouraging applicants that are unqualified from applying (Bohlander, Snell, & Morris, 2013). The job analysis also ensures that the job description shown to potential applicants is updated as needed in order to be accurate (Performing Job Analysis, 2013).

There are many different job analysis methods, each method has its own benefits and drawbacks. The most common methods of job analysis are the: open-ended questionnaire, highly structured questionnaire, interview, observation, and the work diary or log. The work diary is a log that is kept and maintained by an employee; the employee records the frequency and timing of tasks as well as other information that pertains to their job (Performing Job Analysis, 2013). HR then analyzes the diary in order to identify patterns and create a description of duties and responsibilities from the information provided by the employee in the diary (Performing Job Analysis, 2013). The main benefit from the work diary is that it provides HR with a massive amount of information, but the downside is that HR often struggles to interpret the data and much of the data ends up not being job-related. Due to the massive amounts of information it is possible that HR could misinterpret a job task, this in turn could lead to potential applicants not understanding all of the tasks involved in the job they are applying for or being underqualified for the position. The observation method involves the direct observation of employees that are performing job tasks. After the observation HR then converts their observations into a report that includes information on the job such as: the necessary knowledge, skills, and abilities required by employees in that position (Performing Job Analysis, 2013). The observation method has the benefit of providing a genuine view of the daily tasks and activities that a person in the position completes, however, the downside of this method is that it is not as effective for jobs that have a longer cycle or that involve tasks that are not completed on a daily basis. For instance, if the job involved certain tasks that were only completed once a year, then that task might not happen during the observation which, in turn, could lead to HR not recording it as a part of the job.

References

Bohlander, G., Snell, S., & Morris, S. (2015). Managing human resources (17th ed.). Thomson/South-Western.

Performing Job Analysis. (2013). Retrieved December 9, 2015, from http://shrm.com

Quiz

A research study has found that managers often hire external candidates rather than promote their current employees because they have a tendency to overvalue unfamiliar candidates and undervalue known ones.

True

False

Practices a company can use to make the best decision whether to hire internally or externally include:

implementing effective succession planning

recognizing managers’ biases

understanding the job and describing it accurately in the job description

all of the above

Which of the following is NOT one of Marriott’s recruiting principles?

Building an employment brand

Getting it right the first time

A caring workplace

Bringing in new blood

Research on the investment banking industry shows that external hires earn how much more than existing employees promoted into similar positions?

5–10 percent more

no more or less; their pay was comparable

18–20 percent more

about 33 percent more

_____ are labor markets in which workers are hired into entry-level jobs and higher level jobs are filled from within.

Internal labor markets

External labor markets

Global sourcing markets

Outsourcing markets


Comments

    0 of 8192 characters used
    Post Comment

    No comments yet.

    working

    This website uses cookies

    As a user in the EEA, your approval is needed on a few things. To provide a better website experience, hubpages.com uses cookies (and other similar technologies) and may collect, process, and share personal data. Please choose which areas of our service you consent to our doing so.

    For more information on managing or withdrawing consents and how we handle data, visit our Privacy Policy at: https://hubpages.com/privacy-policy#gdpr

    Show Details
    Necessary
    HubPages Device IDThis is used to identify particular browsers or devices when the access the service, and is used for security reasons.
    LoginThis is necessary to sign in to the HubPages Service.
    Google RecaptchaThis is used to prevent bots and spam. (Privacy Policy)
    AkismetThis is used to detect comment spam. (Privacy Policy)
    HubPages Google AnalyticsThis is used to provide data on traffic to our website, all personally identifyable data is anonymized. (Privacy Policy)
    HubPages Traffic PixelThis is used to collect data on traffic to articles and other pages on our site. Unless you are signed in to a HubPages account, all personally identifiable information is anonymized.
    Amazon Web ServicesThis is a cloud services platform that we used to host our service. (Privacy Policy)
    CloudflareThis is a cloud CDN service that we use to efficiently deliver files required for our service to operate such as javascript, cascading style sheets, images, and videos. (Privacy Policy)
    Google Hosted LibrariesJavascript software libraries such as jQuery are loaded at endpoints on the googleapis.com or gstatic.com domains, for performance and efficiency reasons. (Privacy Policy)
    Features
    Google Custom SearchThis is feature allows you to search the site. (Privacy Policy)
    Google MapsSome articles have Google Maps embedded in them. (Privacy Policy)
    Google ChartsThis is used to display charts and graphs on articles and the author center. (Privacy Policy)
    Google AdSense Host APIThis service allows you to sign up for or associate a Google AdSense account with HubPages, so that you can earn money from ads on your articles. No data is shared unless you engage with this feature. (Privacy Policy)
    Google YouTubeSome articles have YouTube videos embedded in them. (Privacy Policy)
    VimeoSome articles have Vimeo videos embedded in them. (Privacy Policy)
    PaypalThis is used for a registered author who enrolls in the HubPages Earnings program and requests to be paid via PayPal. No data is shared with Paypal unless you engage with this feature. (Privacy Policy)
    Facebook LoginYou can use this to streamline signing up for, or signing in to your Hubpages account. No data is shared with Facebook unless you engage with this feature. (Privacy Policy)
    MavenThis supports the Maven widget and search functionality. (Privacy Policy)
    Marketing
    Google AdSenseThis is an ad network. (Privacy Policy)
    Google DoubleClickGoogle provides ad serving technology and runs an ad network. (Privacy Policy)
    Index ExchangeThis is an ad network. (Privacy Policy)
    SovrnThis is an ad network. (Privacy Policy)
    Facebook AdsThis is an ad network. (Privacy Policy)
    Amazon Unified Ad MarketplaceThis is an ad network. (Privacy Policy)
    AppNexusThis is an ad network. (Privacy Policy)
    OpenxThis is an ad network. (Privacy Policy)
    Rubicon ProjectThis is an ad network. (Privacy Policy)
    TripleLiftThis is an ad network. (Privacy Policy)
    Say MediaWe partner with Say Media to deliver ad campaigns on our sites. (Privacy Policy)
    Remarketing PixelsWe may use remarketing pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to advertise the HubPages Service to people that have visited our sites.
    Conversion Tracking PixelsWe may use conversion tracking pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to identify when an advertisement has successfully resulted in the desired action, such as signing up for the HubPages Service or publishing an article on the HubPages Service.
    Statistics
    Author Google AnalyticsThis is used to provide traffic data and reports to the authors of articles on the HubPages Service. (Privacy Policy)
    ComscoreComScore is a media measurement and analytics company providing marketing data and analytics to enterprises, media and advertising agencies, and publishers. Non-consent will result in ComScore only processing obfuscated personal data. (Privacy Policy)
    Amazon Tracking PixelSome articles display amazon products as part of the Amazon Affiliate program, this pixel provides traffic statistics for those products (Privacy Policy)