Part 1 : Define staffing and explain why job analysis (JA) is critical to the st
ID: 414120 • Letter: P
Question
Part 1: Define staffing and explain why job analysis (JA) is critical to the staffing function. This should be a very thorough, detailed, and well-developed response. There should be at least 5 examples that provide a clear link with JA (2-3 sentences each).
Part 2: Draw/reproduce the “Role of JA in HR Selection Model.”
Part 3: List and explain each part of the model along with a short definition (i.e., write a 1-3 sentence definition/explanation of the concept), listing its components and providing two examples for each part (e.g., list JA, define it and list its components along with two JA methods). Make sure you explain in detail (1-3 sentences) all relevant linkages in the model. Finally, what role does reliability and validity play in the model (1-3 sentences)?
Notes: *All comments must be clear and demonstrate a solid understanding of the concept. * Use quotations sparingly, and they should only be used for a couple of key definitions. You can, of course, paraphrase any important definition. Everything else must be in your own words. *Bullet points are acceptable, but must provide a complete and thorough response. * It must be typed, have page numbers, headers, and include a cover page. *It will be graded for clarity, grammar, punctuation, spelling, and presentation. *There is to be NO collaborations with other students or anyone. You should not discuss this question with anyone nor should anyone read or proof your work.
Explanation / Answer
Job analysis- Job analysis is a methodology through which you decide the obligations and duties, nature of the employments lastly to choose capabilities, aptitudes and learning to be required for a worker to perform specific employment. Job analysis comprehends what assignments are imperative and how they are gone ahead. Job analysis shapes reason for later HR exercises, for example, creating successful preparing program, choice of representatives, setting up of performance benchmarks and evaluation of workers ( performance appraisal)and worker compensation framework or pay design.
Job analysis is critical to staffing function- At the point when an organization is beginning up or expanding its staffing, it likely will go into a time of job analysis. Employment analysis is the advancement of positions that an organization needs to fill to finish its central goal. Job analysis is a basic part of vital arrangement, since it characterizes how HR will be utilized all through the organization.
a). The main part that activity examination plays is to characterize the success factors of an organization's work force. Distinctive organizations have altogether different meanings of success. Like developing new application in social site require people who will help to make it.
b).When success factors have been characterized; at that point the organization can separate the parts of accomplishment into the different parts that should be filled. Like in above example company need professional who is expert in software of the devices.
c). Once the parts of an association have been characterized, at that point the organization can separate the parts into real employments and furnish each activity with a particular arrangement of assignments. Once each occupation has been given a harsh arrangement of undertakings, the organization can make sense of a pecking order. Once a vocation has both a portrayal of undertakings and has been arranged inside the bigger organization, at that point the organization can start to procure individuals. Like work is divided in different professionals who will complete this task.
d). Be that as it may, amid the procedure of occupation examination, an organization that intends to contract staff should likewise offer idea to how much cash it will give toward HR. While the staff increases the value of an organization, the enlisting of new individuals additionally costs a lot of cash. Like cost need to be taken into consideration before hiring those engineers.
2. The reason you should complete a job analysis prior to seeking employees is that you have a better sense of what to look for in candidates. The recruitment process includes various tasks of posting a job and actively seeking prospects. When you post a job, it's common to indicate the duties of the position along with the desired qualifications of candidates. Without a job analysis, you don't have a clear idea of the type of employee that would make a good job fit. To appeal to and attract the right people, a completed job analysis will outline what the employee will actually do. Without a job analysis, hiring managers can make false assumptions and misconstrue what it takes to succeed in the job.
A job analysis is often conducted every few years for each position. This helps you track possible changes that occur over time in the nature of an employee's role. Companies and industries evolve, and an analysis helps you stay on top of changing skills and experience. Additionally, job analysis is a legal safeguard usually preferred by human resources professionals,
3 .
a). Identify and examine the steps in the recruitment selection process
b). Conduct a job analysis that meets the regulatory requirements
c). Use the results of a job analysis to develop effective vacancy announcement and valid assessment instruments
d). Use behavior-based interview for gathering competency-related examples of candidates’ experience
e). Determine how appropriately to leverage HR flexibilities in recruitment and selection situations
f). Examine the recruitment process
g). Apply the job analysis process
h). Analyze competencies
i). Evaluate assessment tools
j). Successfully implement change