Case Study Hm Res
1. What is a job analysis? How can you make use of the information it provides? What are the six steps in a well-conducted job analysis?
Job Analysis is data an organization uses to determine what type of personnel to hire for a position and describes the duty position that job actually entails. This information can be used to determine prerequisites for hiring personnel for a job. If the job requires heavy lifting then you may want to have a minimum lifting capability of 50 Lbs or more. If the job requires knowledge of special tools and equipment then prior knowledge of these types of tools and equipment may be considered.
The six steps in a wee-conducted job analysis is: Decide how you’ll use the information, review relevant background information, select representative positions, actually analyze the job, verify the job analysis information with the worker performing the job and with his/her immediate supervisor, and develop a job description and job specification.
2. Do you think companies can really do without detailed job descriptions? Why or why not?
I personally believe that a company must have a detailed job description in-order to remain efficient and effective. If employees know exactly what their job entails then that would allow them to be more effective within the business and that will make an organization more profitable if the employees know their job. A good example of this is a organized sports team. A team consists of players which are like employees, these players each have a position and each position has a detailed play for that position to perform, without the detailed plays for that position the team would surely fail because no one will no how to play in that position and the opposition would prevail every time. Also a business needs to emphasize that the employee is not limited to the job description and encourage them to come up with new and innovative ways to perform their job.
3. What are the main things you would do to
Job Analysis is data an organization uses to determine what type of personnel to hire for a position and describes the duty position that job actually entails. This information can be used to determine prerequisites for hiring personnel for a job. If the job requires heavy lifting then you may want to have a minimum lifting capability of 50 Lbs or more. If the job requires knowledge of special tools and equipment then prior knowledge of these types of tools and equipment may be considered.
The six steps in a wee-conducted job analysis is: Decide how you’ll use the information, review relevant background information, select representative positions, actually analyze the job, verify the job analysis information with the worker performing the job and with his/her immediate supervisor, and develop a job description and job specification.
2. Do you think companies can really do without detailed job descriptions? Why or why not?
I personally believe that a company must have a detailed job description in-order to remain efficient and effective. If employees know exactly what their job entails then that would allow them to be more effective within the business and that will make an organization more profitable if the employees know their job. A good example of this is a organized sports team. A team consists of players which are like employees, these players each have a position and each position has a detailed play for that position to perform, without the detailed plays for that position the team would surely fail because no one will no how to play in that position and the opposition would prevail every time. Also a business needs to emphasize that the employee is not limited to the job description and encourage them to come up with new and innovative ways to perform their job.
3. What are the main things you would do to