Review the job description and consider how job design and the job description p

Question

Review the job description and consider how job design and the job description provide a foundation for an effective HR program in areas such as the following:

The quality of many HR decisions—how to recruit, whom to select, what training to schedule, and the like—can be improved if the decisions are based on the job requirements.

Accurate job descriptions can contribute to improving employee performance because employees have a clear picture of what is expected of them and supervisors can use job descriptions as a basis for conducting performance appraisals.

The essential functions outlined in the job description (a) provide a basis for an organization establishing the job-relatedness of its selection and performance requirements (Uniform Guidelines) and (b) reduce the risk of discriminating on the basis of disability (ADA).

Contrast the different possible HRM outcomes for these two scenarios from the:

(a) Company’s perspective and;

(b) Prospective employees’ perspective—those who apply for the opening as well as the one selected at the end of the hiring process:

Scenario A: The supervisor who needs to fill this job opening does not have a written job description.

Scenario B: The supervisor who needs to fill this job opening is using the job description that appears in “Highlights in HRM 2.”

answer)

Human Resource departments need to conduct a thorough job analysis to determine what the description of the position is along with the specifications that are required of the person performing the job. A Job analysis helps a firm with their strategy and planning, how work is done at a company, advertisement for open positions, provides information needed when putting together a training program, useful when doing performance appraisals, what the compensation should be for the position and to make sure that the firm is complying with the law (Snell, Morris & Bohlander, 2014). In Scenario A the supervisor does not have a written job description for the position they are hiring for. This could lead to the wrong person being hired because the supervisor may not fully understand what the role entails and what the specifications of the job are. In the eyes of the person that is being interviewed or being hired, they might not fully understand the position and might accept a job they don’t want to be a part of then are unhappy in their position. Not being able to fulling understand the tasks, duties and responsibilities could lead to the employee not wanting to do certain tasks and management not being able to give a proper employee evaluation. In Scenario B the supervisor has the description that is provided in “Highlights in HRM 2.” The purpose of the position is fully explained so the hiring manager is able to understand the type of person they need in that position. The tasks, duties and responsibilities are listed so when performing an employee evaluation the manager will have something to look back on to see how the employee matches up to their responsibilities. One area they need to be careful with is saying, “Performs related duties as assigned by the human resources manager” (Pg. 141). This could lead to the employee choosing not to perform some duties that were not specifically listed in the job responsibilities. The person that is being interviewed can fully understand the position that is being offered and can ask questions about each task and responsibility to get a better understanding as to how they relate to the overall goals of the firm. Having a detailed Job Identification helps both the hiring manager and the person interviewing because everyone is on the same page and the job description is laid out for everyone to see.

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it is better to have discussion with your classmates

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