The week two reading materials provide a combination of job-analysis methods. A job analysis is used to identify the work to be done and the characteristics that employees needs to complete their job assignments. Job descriptions are written summaries of duties the employees are expected to perform. A form of job-analysis that focuses on an employee’s knowledge, attitude, skills or motives, is called a “Competency Model”. Understanding the difference between a job-analysis and a competency model can be easily confused, or mistaken to be the same; however the competency model should never be used to replace a job analysis. “Given such a wide choice among available job-analysis methods, the combination of methods to use is the one that best fits the purpose of the job-analysis research (Cascio, W. F. (2010). Managing human resources: Productivity, quality of work life, profits (8th ed.) New York, NY: McGraw-Hill/Irwin)”. Strategic Planning
Strategic planning helps guide a business in the right direction to achieve the goals it has set. It makes the company’s intentions clear to employees so that they know their part in the success of an organization. A strategic plan helps the members of an organization alien themselves with common goals. Employees should be committed to the implementation plan as well as poses extensive knowledge of the plan and should receive training in the new procedures in order for the implementation plan to work. This extensive training should include information for a better understanding of the importance of the strategic plan, how to handle the new procedures and also know the benefits and incentives of the strategic plan that is implemented. It is clear that without a strategic plan a business is set up for failure, without any goals not knowing where it is headed. Leaving employees confused about the purpose of their jobs and the organization wandering aimlessly, constantly changing its priorities achieves...
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