Hrm 590 Final Project
Final Course Project
The role of a Human Resource department in today’s world is ever changing. Many years ago the Human Resource department was only there to file pre-employment paperwork, assist with benefits and process payroll. This may have been handled by a department that consisted of one or two company accountants that took on this role in conjunction with watching the company books. The role of a Human Resource department today includes many functions which include acquiring, developing, and retaining talent; aligning the workforce with the business; and being an excellent contributor to the business. The HR department now works directly with management teams throughout the company in an effort to help with strategy and the growth of the company. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, setting compensation, and retention. In this paper I will go over the entire process. Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of an HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define any important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Three very common Job Analysis Methods are the Observation Method, Interview Method and Questionnaire Method. Depending on the size of the company, nature of the job and responsibilities and duties of the job, one method may be more effective than another. First there is the Observation Method. This includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. Although this method may seem to present a very simple analysis, it can be difficult to assess only because the analysis is really dependent on the person conducting the observation. This process can involve bias on the part of the analyst on personal likes and dislikes and therefore can bring an outside element to this analysis. For instance, the analyst can monitor processes performed by the employee, but if they disagree, this can sway the analysis. The second method is the Interview Method. This method involves conducting interviews of the person currently in the position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job. With this method, questions need to be carefully thought out so that the answers provided are genuine. As long as the information provided is helpful, this method can be very effective. Third, there is the Questionnaire Method. This could involve a questionnaire being filled out by employees, managers and direct superiors. This will provide you with a well-rounded description and analysis of this position. Plus this allows you to get the perspective from a few different angles. By working with the superiors and managers, you are able to measure with some consistency future expectations for this particular job. This is just one example of how your HR department is working with management to develop their business strategies for tomorrow. (Management Study Guide) Task Statements and KSA Statements
The task statement is considered the single most important element of the task analysis process because it provides a standardized, concise format to describe worker actions. If done correctly, task statements can eliminate the need for the personnel analyst to make subjective...
Please join StudyMode to read the full document