QUESTION
W2A1 5030
Week 2 Discussion
Supporting Lectures:
Review the following lectures:
1.Forecasting and Staffing Planning
2.Job Analysis and Job Rewards
3.External Recruitment
Discussion Questions
Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.
Introduction:
Although the job analysis process can take a great deal of time and effort for organizations, it is essential for effective recruiting. Job analyses affect workforce and succession planning, training and employee development, and compensation and legal compliance.
Task:
Answer the following discussion questions.
1.Consider your own job or a past job. Your job description has not been updated in 10 years and it is outdated. Describe a step-by-step process you would follow if you were to analyze your job.
To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
Be sure to cite your sources using APA format.
External Recruitment
Strategic recruitment planning activities drive the process after _nding the applicants that will best _t
the job and the organization. Before recruiting employees to your organization, recruiting goals must
be established. Open or targeted recruitment may be used, depending on how many applicants are
desired, whether or not certain pre-entry quali_cations are needed, if the skill set needed is rare in the
population, and if the position is a high-stake position.
After identifying which candidates should be recruited, a decision should be made regarding how to
recruit. In-house recruiting requires considerable staff and resources. Often, an organization will
choose to use a third-party recruitment _rm to save time and resources. Sometimes, organizations will
use a centralized approach establishing all recruiting activities from a central HR of_ce. Other
companies will recruit from each location or business unit.
Developing an effective message to deliver for job applicants and a valid method to convey the
message is critical to recruitment success. This may be in the form of a realistic, branded, or targeted
message. After the organization communicates its job openings through various channels, the actual
recruiting strategy is implemented. Walk-ins, phone inquiries, employment websites, professional
associations and meetings, employee referrals, employment agencies, college and placement of_ces,
social service agencies, job fairs, co-ops and internships, and searching employment website databases
are all ways through which employers _nd quali_ed candidates.
Because all of the aforementioned methods have their strengths and weaknesses, it is critical that
recruiting metrics be established for each one to measure effectiveness. The critical factors are
quantity, quality, cost of method, and effect on HR outcomes.
After enough applicants have applied for the job, the transition to the selection process begins. Laws
must be followed regarding record-keeping in relation to application and voluntary self-disclosure
(Heneman, Judge, & Kammeyer-Mueller, 2015).
Additional Materials
From your course textbook, Staf_ng Organizations, read the following chapter:
External Recruitment
From the South University Online Library, read the following article:
Assessing the Effectiveness of Outsourcing Human Resources Recruiting (https://searchproquest-
com.southuniversity.libproxy.edmc.edu/docview/1791900830?accountid=87314)
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| Subject | Business | Pages | 5 | Style | APA |
|---|
Answer
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Job Analysis
Description of the step-by-step process of job analysis
Job analysis refers to a sturdy process of evaluating a job about identified tasks, expertise, roles and duties, objectives, and organizational working environment for the purposes of gathering, analyzing, synthesizing, and establishing information about the job’s requirements and rewards (Millington, 2019). Job analysis is used for drafting job description that can attract highly skilled and the right employees to feel in the gap and to enhance their transition into novel positions and sustenance of their long-lasting development (Algera, & Greuter, 2013). There are three-fold methods of job analysis namely; analysis based on the job requirement, based on competency, and based on rewards (Bajracharya, 2018).
The first step that I would embrace in analyzing my job is to review the full requirements that the job entails (Algera, & Greuter, 2013); this means I would have to gain a profound comprehension of my day to day duties, roles, and potential competencies demanded by the job (Sherman, 2019). I would then study similar job descriptions to learn what those who seek a job are searching for and how their expectations are outlined at their company (Millington, 2019). This will aid me to understand what they consider to be the most significant aspect of the job.
The next step that I would consider is to identify the results necessitated by the job and how it aligns with the main objectives or goals of the organization (Millington, 2019). This will enable me to outline the expectations and to establish the level of value that my role is required to offer overtime (Prien et al., 2009). I will outline the necessary skills and expertise for success in the role, define the goals of the organization, describe the required attitude, write down a timeline for the revised process, and create a salary scale on the role’s advancement (Sherman, 2019).
Furthermore, I would thoroughly scrutinize the efficiencies of the job in line with the main needs of the company to find out if there are other duties I can allocate to another staff or department (Millington, 2019). I would also consider if there is any resolution to heighten my responsibilities, and then would review to find out if there was an incomplete project which I can reassign and keep it out of job analysis (Lohman, 2020). After this, I would establish and define the needed skills and necessary training and explore the kind of equipment to use in training to achieve both short and lasting achievement as identify the gaps (Hailemariam et al., 2019). I would then choose the method of training and assess its effectiveness and change if need be.
Lastly, I would determine the worthiness of the job in line with my expertise, responsibilities, working environment, education level, and experience among other factors (Singh, 2008). Outlining these key factors permits me to formulate the salary precisely as well as how it will change with the contract (Algera, & Greuter, 2013). I would also do this in line with the labor market information vis-à-vis what my organization is providing for a similar position, and where necessary, I would adjust the salary bracket as required by the position (Ospina et al., 2019). After all these, I would then continue evolving the job.
References
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Algera, J. A., & Greuter, M. A. (2013). Job analysis. A Handbook of Work and Organizational Psychology: Volume 3: Personnel Psychology, 3, 141.
Bajracharya Shraddha Bajracharya. (2018). Job Analysis: Definitions, Methods, Process and Importance of Job Analysis. Retrieved on December 5, 2020, from: https://www.businesstopia.net/human-resource/job-analysis-definitions-methods-process-importance
Hailemariam, D. A., Shan, X., Chung, S. H., Khasawneh, M. T., Lukesh, W., Park, A., & Rose, A. (2019). Developing an appropriate staff mix for anticoagulation clinics: functional job analysis approach. Journal of Industrial Engineering International, 15(1), 103-118.
Lohman, L. (2020). Strategic hiring: Using job analysis to effectively select online faculty. Online Journal of Distance Learning Administration, 23(3).
Millington Drew. (2019) HR: What is a Job Analysis & 7 Steps to Conduct One. Retrieved on December 5, 2020, from: https://www.humi.ca/blog-post/what-is-a-job-analysis
Ospina, J. H., Langford, T. A., Henry, K. L., & Nelson, T. Q. (2019). Using Job Analysis Techniques to Understand Training Needs for Promotores de Salud. Health promotion practice, 20(3), 455-465.
Prien, E. P., Goodstein, L. D., Goodstein, J., & Gamble Jr, L. G. (2009). A practical guide to job analysis. John Wiley & Sons.
Sherman Fraser (2019). Steps of Conducting Job Analysis. Retrieved on December 5, 2020,
from:https://bizfluent.com/how-7962221-steps-conducting-job-analysis.html
Singh, P. (2008). Job analysis for a changing workplace. Human Resource Management Review, 18(2), 87-99.
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