...Conducting Through Job Analyses and Drafting Lawful Job Descriptions 1. The first step in preparing a job description is conducting a job analysis. Job analysis is a method of gather and analyzing information concerning all aspects of an employee’s position (Smith 2015). A job analysis determines what the essential job functions are and helps avoid breaking ADA law or FLSA. Having a job analysis before creating a job description also helps prevent pointless and obvious statements in the description as well as highlight the tasks that are most important and take up the bulk of the time for the job. It is important to properly obtain the fundamental information to conclude job content, as well as essential and nonessential functions; requisite insight, skill, intelligence, expertise, and experience necessary to perform the job; and working conditions of the employee (Smith). 2. The preparing of an accurate job analysis starts with owners, upper-level managers, and executives educating their employees of the need for accuracy and impartiality throughout the process. Employees need to contribute and feel ownership in the analysis, but there are flaws to having employees help. Employees could inadvertently mischaracterize their daily job tasks or responsibilities, and managers may disagree with what the employees actually do and that is why there needs to be a system and structure to the process. 3. A job analysis could help prove the compliance with all the employment...
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...Analyzing a job Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis that will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. One of the tools is called- Job Description. A job description is an internal document that lays out in detail the exact roles and responsibilities of a particular position. A job description can be used as a tool for new employee orientation by helping to set expectations, supervision and performance reviews. As it was discussed in the class, the primary purpose of a job description is to identify the essential functions of the position. According to the Equal Employment Opportunity Commission (EEOC), essential functions are those tasks or functions of a particular position that are fundamental to the position. Knowing...
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...creating a job analysis and providing a job description for each position. This process enables an organization to identify clearly the job requirements and explain its task. A job analysis and description provide expectations of employee performance. They also keep employees in line with the business strategy while increasing workplace motivation. Team D will explain how a job analysis is used to create a job description and explain the functions of a job description. Job Analysis A job analysis is an important tool used within an organization. It is the process used by human resource managers to collect important information about what a job entails. The information assist managers identify the qualifications of individuals for the position. The data collected includes the specific job task, the skills necessary for performance, what responsibilities go along with the position, the type of work environment, and the outcome of the job. Once the job analysis process is completed, the information collected is analyzed to assemble a job description. Job Description According to “Jobs Online" (2009), “a job description typically consists of six major components: 1) essential job functions, 2) knowledge and critical skills, 3) physical demands, 4) environmental factors, 5) the roles of the ADA and other federal laws, such as the Occupational Safety Health Act (OSH Act), and 6) any explanatory information that may be necessary to clarify job duties or responsibilities. A job description...
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...resource department is responsible for four main functions. The four main functions are staffing and recruitment, defining job descriptions and roles, employee relations, and compensation and benefits (Stringer, 2012). The ability of the human resource managers to perform these duties effectively can easily determine an organization’s success or failure. Staffing and Recruitment Human resources are responsible for placing advertisements in job recruitment classifieds. Job search engines, newspapers, job postings placed in the organization’s memos, media advertisements, and job fairs are options for recruitment for potential applicants (Stringer, 2012). Applications and resumes are reviewed carefully and contacted by a human resource manager if the applicant matches well with the desired position the organization is hiring for. The next step would be to conduct the interview process with the applicant. Depending on the organization’s policies and procedures, reference checks, background checks, and credit checks may also need to be conducted by the human resource manager on the applicant before the hiring process continues. When an applicant is hired for a position, the human resource manager is also responsible for ensuring that the employee is properly trained for the position, on the organization’s policies and procedures, given an updated handbook, and obtains proper certifications or licenses needed to perform his or her job duties (Stringer, 2012). The manager needs...
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...Position Paper – Job Analysis Project Let me start by saying, that before I began working on this job analysis course project, I hardly knew what to expect in regards to how and why the job analysis process was done. Now that I have learned and experimented with the systematic process of carrying out an accurate job analysis I have realized its purposes. Those purposes include determining future members of an organization, establishing and documenting the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal, and identifying and determining in detail the particular job duties and requirements for a given position. In order to successfully complete this job analysis project I was to prepare an employee questionnaire, interview an individual employed at any type of company or organization, formulate a job description and job specifications document, and then use the FES Primary Standards and Assigned Levels tool to assign point values appropriate for each FES factor corresponding to my job description. Building a questionnaire was the first phase of the job analysis process. In truth, I did not understand how to make an effective questionnaire until I learned to analyze the human, physical, financial, and intangible inputs and outputs of a job system. These questions, once accurately recorded, helped provide me with a basis of questions to interview any individual employee with. The interview process was the next...
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...managers, shift leaders or any. 3. Moreover, HRM is Important to all Managers. Don’t Let These Happen to You! The wrong person High turnover Poor results Useless interviews Court actions Safety citations Salaries appear unfair Poor training Human Resource Management Process Line and Staff Aspects of HRM Authority Making decisions Directing work Giving orders Line Managers Accomplishing and goals Staff Managers Assisting and advising line managers Line Manager’s HRM Jobs The right person Orientation Training Performance Creativity Working relationships Policies and procedures Labor costs Development Morale Protecting Management Functions: Human Resource Management HRM Function Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns. HRM People Functions Include: Job analysis Labor needs Recruit Select...
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...Job Description Name Institution Tutor Date Companies and most managers have employed description and analyses to set employee goals and objective, to make them fully committed to the company course. Specifications are skill and backgrounds which enables one to perform a certain tasks (Daniel et.al, 2006;Lee, S, 2008; Yates, 2011). My friend James works as a programme coordinator at Canadian cereals enhancement programme,A program fully implement by the ministry of agriculture and fisheries together with European Union. I observed the many responsibilities James had performing duties assigned by the permanent secretary, programme completion and financing closing activities when due, implementing decision of public service commission, (Daniel et.al, 2006; Lee, S, 2008; Yates, 2011). Representing programme at relevant function, while as well ensuring that progress, audit and other reports are submitted on time. With this knowledge I was able to create this job description. Title: Canadian cereal enhancement programme Department of agriculture Job title is programme coordinator Reporting to ministry of agriculture Job description This programme covers two state of Quebec and Ontario with the objective of ensuring that maize and wheat yields increase in the next six years, programme coordination unit will be located at Ottawa. (Daniel et.al, 2006;Lee, S, 2008; Yates, 2011).The essential job functions are the overall management and coordination of CCEP activities...
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...the key discussion points from the learning objectives during week two. This week’s topic focused on the functions of a job description. Objective 1: Explain how a job analysis is used to create a job description. A job analysis is defined as “the process used to break a job into its component duty or functional areas and the task statements associated with those duty areas” (Hartley, 2010). The job analysis identifies requirements and duties involves in the job. It will also establish guidelines on the education level, skill set, and work environment. The completed job analysis will be used to create the job description. The US Department of Interior (1998) website states that a job analysis “can be used to identify documents and other elements vital to the candidate evaluation, referral and selection process, such as measurement methods and interview requirements”. Each member on the team understands how the job analysis is used and the purpose. A job analysis provides an understanding and specifications for a position. A job analysis consists of a job description and the specifications required. The team agrees that an analysis should be reviewed periodically to remain current and not waste unnecessary resources. Potential problems exist with a job analysis. The accuracy and stability of an analysis could prevent a precise job description from being developed and thwart the candidate evaluation, referral and selection process. Accuracy is...
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...mechanism of employee incentives directly influences the management function of leading (Ganly, 2010). Control mechanisms serve many important purposes; they allow an organization to protect their values they have created as well as the profit of the organization from reduction by competitors, partners, or customers. Control mechanisms add for better predictability, this in turn helps form better business models for an organization. This paper evaluates six different control mechanisms among six different organizations. The control mechanisms are: job descriptions, program evaluations, pay scale, communication, performance evaluations, and disciplinary procedures. Job Descriptions Consolidated Care depends on detailed job descriptions for their employees to be an effective organization. Job descriptions are effective because they establish lines of authority and areas of responsibility. Consolidated Care uses job descriptions not only as an outline of expectations of the employee but also a tool to provide an evaluation criterion and provide motivation. Consolidated Care employees respond both positive and negative to their job descriptions. Job descriptions also provide employees with the guidance of who to go to when a problem arises or questions occur. Though, there are some employees who react negative to job description. These employees believe job descriptions limit their abilities and use their job description as an excuse not to perform other tasks. For example, some employees...
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...ANNAPURNA SUNKARA WEEK 3 ASSIGNMENT Task Statements: Human Resource Receptionist Student Name | Annapurna Sunkara | What action is being performed (verb) | To whom/what is the action directed (receiver of the verb) | How is the action performed (procedure, tools, equipment) | Why is action performed (purpose) | Operate telephone switchboard to answer, screen and forward calls, providing information, taking messages and scheduling appointments | Customers, Clients | Telephone, e-mail | To provide information to clients and schedule appointments | Greet persons entering establishment, determine nature and purpose of visit, and direct or escort them to specific destinations | Clients, Customers | - | To assist clients and customers and to make them satisfied about the establishment | Transmit information or documents to customers, using computer, mail, or facsimile machine | Customers, Clients | Telephone, email, mail, facsimile machine | To co-ordinate the process. | Collect, sort, distribute and prepare mail, messages and courier deliveries | Customers, Clients | Mail, telephone, computer | To co-ordinate the process | Provide information about establishment such as location of departments or offices, employees within the organization, or services provided | Customers, Clients | - | To help clients in getting familiar with the establishment and clarify their queries | File and maintain records | HR manager | Data entry | For future...
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...Comparing Job Descriptions 8/18/2012 In writing a job description, it is important for the job description to be clear and specific. In comparing different job descriptions, you will notice the differences. If a clear meaning is not shown, the employee will not have a clear understanding what is expected of them. I compared two job descriptions, and this is what I came up with. In Managing Human Resources (Snell, Bohlander 2013 pg.153) job descriptions should have the job title and location section, a jobs identification section, and a job duties section. Both, job descriptions did include this information, but the title headings were labeled differently. In the identification section, the job of retail manager, listed online, lacked the information of who the employee reports to and the date the information was last revised. There is no way of knowing if the information is up to date, as job duties tend to change in the ever changing business industry. In the Employment Assistant job description there is two sections, one titled “job statement” and the other titled “essential functions” (Snell, Bohlander 2013 pg. 154) that list the job duties, functions, and responsibilities. There is much more of a description listed of what is to be expected of the employee on this job description. On the retail store manager description it is titled “your role” (Lifetouch Portrait Studios, Inc.), and it contains much less information...
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...Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. More About Human Resources Management An HRM strategy pertains to the means as to how to implement the specific functions of HRM. An organisation's HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies, however all of these functional areas of HRM need to be aligned and correlated, in order to correspond with the overall business strategy. An HRM strategy thus is an overall plan, concerning the implementation of specific HRM functional areas. An HRM strategy typically consists of the following factors: * "Best fit" and "best practice" - meaning that there is correlation between the HRM strategy and the overall corporate strategy. As HRM as a field seeks to manage human resources in order to achieve properly organisational goals, an organisation's HRM strategy seeks to accomplish such management by applying a firm's personnel needs with the goals/objectives...
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...Chapter 04 Job Analysis and Rewards Answer Key Changing Nature of Jobs True / False Questions 1. In most modern organizations, jobs are largely well established and change little over time. FALSE 2. Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements. TRUE 3. Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job. FALSE 4. The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description. TRUE 5. Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs. TRUE 6. Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations. FALSE 7. Advances in technology are one of the major reasons for changes in jobs. TRUE 8. A job family is a grouping of positions that are similar in their tasks and task dimensions. FALSE 9. The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element. TRUE 10. Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that...
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...1/ ORGANIZATIONAL STRUCTURE• Job Descriptions • MEMBERSHIP AND VOLUNTEERS • Series 1 Relationships • ORGANIZATIONAL AUTHORITY • Structure • DEVELOPMENT Module 2 Organizational Structure MODULE Organizational Structure Introduction Types of organizational structures Organizational growth stages and their structural impact So you still want to change your organization’s structure Preparing a memorandum for structural change Remember ……. An organogram illustrates Jobs descriptions Organizational relationships Organizational types and functions Managing members and volunteers 1-2 3 6 8 9-10 1 1 12-16 17-19 20 21-22 Table, Figures and Exercises Figure 1: Figure 2: Figure 3: Figure 4: Figure 5: Figure 6: Exercise Figure 8: Structure of a traditional, hierarchial organization Team structure A network structure Characteristics of organizations at different stages of growth Growth structure Model organogram (consolidation or mature structure) Reviewing job descriptions … Formal and informal organizational relationships 3 4 5 7 1 1 12-18 1 7 18 v Introduction Every program manager should be concerned about organizational structure, but it is often the last thing on his or her mind. An effective structure facilitates management and clarifies relationships, roles and responsibilities, levels of authority, and supervisory or reporting lines. By reviewing an organization’s structure, a manager will be able to determine which human, financial, and technical resources are available...
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...sales positions, given the differences in the demands of these two jobs. Therefore, recruitment and selection begin with a carefully crafted job analysis. [12] While motivation is a key management function the sales manager must have the right material, in terms of suitably qualified salespersons to motivate. That means selecting and recruiting to rigid criteria that are demonstrably relevant to successful achievement and high performance as salespersons and then training those persons to meet the standards and perform the selling job as suits the company’s products and markets. [11] The aim is to develop a formalized framework that sales managers responsible for all or part of selection and recruitment can adapt or adopt to reduce the risk of inappropriate selection of unsuitable salespersons. Typically each sales line manager is responsible for his or her own final selection of new members to his or her team. [11] Sales recruitment is a costly process, and poor selection results in: * Under-performance in sales activities * A distraction of management time as more supervision is needed * Additional training needs * Higher staff turnover with resultant repeat recruitment costs. There are several issues or points which have to be considered when recruiting sales people, to avoid a costly and painful process. These are listed and explained below: 1. Selection matters 2. Need for job description and person specifications 3. Potential sources of recruitment 4...
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