Assignment 2: Organizational Structure
Assignment 2: Organizational Structure
Nik79Owe
James G. Ziegler, Ph.D.
HRM 500 Human Resource Management Foundations
February 16, 2014
Abstract
In this paper, I will analyze the elements of a job analysis and discuss its significance to the hiring and employee development aspects of human resource management. I will describe the importance of a PAQ, proposing two ways the results can be used to redesign a customer service job for efficiency. I will develop two strategies that HR professionals can in the selection for a customer service position using a Fleishman Job Analysis System. I will examine the challenges for designing this job for efficiency and suggest two ways to redesign it. Finally, I will propose three ways a HR manager can use the information from a job analysis to measure the performance of customer service representatives.
One of the most important aspects of human resources is recruiting. In order to recruit the best applicants, job recruiters have to be knowledgeable in all aspects of the position. The best source of information about a position comes from a job analysis. A job analysis is the process of getting detailed information about jobs. A job analysis helps recruiters to match job requirements with the best applicants. It is also essential in employee development, performance appraisals and compensation. A job analysis includes many steps but only three elements. Those elements are the sources of job information, the job specification and the job description.
The first element of the job analysis is the source of information used. In doing the analysis, human resource professionals gather information about jobs through interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from secondary sources. Other sources within the company include existing job descriptions and supervisors. Some of those secondary
Nik79Owe
James G. Ziegler, Ph.D.
HRM 500 Human Resource Management Foundations
February 16, 2014
Abstract
In this paper, I will analyze the elements of a job analysis and discuss its significance to the hiring and employee development aspects of human resource management. I will describe the importance of a PAQ, proposing two ways the results can be used to redesign a customer service job for efficiency. I will develop two strategies that HR professionals can in the selection for a customer service position using a Fleishman Job Analysis System. I will examine the challenges for designing this job for efficiency and suggest two ways to redesign it. Finally, I will propose three ways a HR manager can use the information from a job analysis to measure the performance of customer service representatives.
One of the most important aspects of human resources is recruiting. In order to recruit the best applicants, job recruiters have to be knowledgeable in all aspects of the position. The best source of information about a position comes from a job analysis. A job analysis is the process of getting detailed information about jobs. A job analysis helps recruiters to match job requirements with the best applicants. It is also essential in employee development, performance appraisals and compensation. A job analysis includes many steps but only three elements. Those elements are the sources of job information, the job specification and the job description.
The first element of the job analysis is the source of information used. In doing the analysis, human resource professionals gather information about jobs through interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from secondary sources. Other sources within the company include existing job descriptions and supervisors. Some of those secondary
Cited: Noe, Hollenbeck, Gerhart, & Wright, (2014). Fundamentals of Human Resource Management. (5th ed., p. 103). New York, NY: McGraw-Hill Education. Noe, Hollenbeck, Gerhart, & Wright, (2014). Fundamentals of Human Resource Management. (5th ed., p. 107). New York, NY: McGraw-Hill Education. Noe, Hollenbeck, Gerhart, & Wright, (2014). Fundamentals of Human Resource Management. (5th ed., p. 108). New York, NY: McGraw-Hill Education. PAQ.com. (2014). The paq program. Retrieved from http://www.paq.com/?FuseAction=Main.PAQProgram Richards, F. (2014). Key parts to job descriptions. The Houston Chronicle. Retrieved from http://work.chron.com/key-parts-job-descriptions-12366.html Tyler, K. (2013, Jan. 01). Job worth doing: Update descriptions. Retrieved from http://www.shrm.org/publications/hrmagazine/editorialcontent/2013/0113/pages/0113-job-descriptions.aspx