Review the job description and consider how job design and the job description p
ID: 466706 • Letter: R
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)
Job descriptions are vital tools for human resource (HR) specialists for multiple reasons. They can be applied to multiple processes and functions that the HR specialists performs. Recruitment, assessment, strategy, and expectations are all strong reasons to have a clear and concise job description when managing HR. The job description and carefully created so that it may be easily communicated to prospective employees, as well as those already within the firm. This is outline the expectations and allows for the HR specialist to determine various criteria on both fronts.
A) from the company's perspective, the job description is vital because of the clear expectations that are outlined within. For example, an HR specialist will know the expectations of the position in which the description is being created. They are able to make things obvious like 'must be efficient in Oracle' then they are able to assume that most prospects whom apply have read it and would be efficient in the program. This eliminates (potentially) some training resources in the hiring process, which may save other resources for the firm. It also allows the firm and HR specialist to have a clear criteria when it comes time to evaluate the employee on performance and growth at the position. When judging the employee on their performance, the job description provides easy reference for the HR specialist and management to base their ratings on.
If the supervisor filling the position does not provide a proper job description, than they may potentially be overwhelmed by the number of applicants. This could lead to a delay in filling the position, as well as multiple, originally unneeded, resources to be used by the firm. If they do however post a concise and easily understood description, they are more likely to be able to concentrate on a smaller pool of prospects of the position. This leads to an easier screening process and eventually to simpler hiring and evaluation as time passes.
B) For a prospect, a job description is vital to the first steps of the hiring process. If job expectations, requirements, and educational/training standards are clearly conveyed, it may immediately discourage some prospects from even applying. By making the description as particular and understandable as possible, the idea would be to target only the most qualified prospects.
If the supervisor didn't post a written job description than prospective employee will blindly apply and feel as if they are qualified when they may not be. This will have a similar outcome as the company's perspective and could lead to negative press about the company and its HR department. if the supervisor does post a clear and particular written description than the prospect will know where they honestly stand and if they are truly eligible for the position. The person who is selected and hired will have clear cut expectations going into the position and know what must be done to perform his/her job to optimum results.
Source:
Breadwell, J. & Thompson, A. (2014). Human resources management: a contemporary approach. Harlow: FT Publishing International.
I NEED A PEER REPLY FOR THIS
Explanation / Answer
when you have discussions with your classmates you whold get better ideas
Related Questions
drjack9650@gmail.com
Navigate
Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.