Deck 6: Job Analysis and Design

Question 1

Assume that you've been asked to conduct a job analysis on an entry-level administrative assistant position at your organization. Which job analysis method would you be most likely to use to collect data about the job: observation, interviews, questionnaires, or incumbent diary/lob? Explain.

Answer 1

Job analysis plays a very significant role in HRM programs. Job analysis almost affect every part of diagnostic HRM model. To conduct a job analysis in organisation, various method of job analysis can be used such as interview, observation method, survey method and incumbent log.
To conduct a job analysis on an entry level administrative assistant position at organisation, it is preferable to use the questionnaire method, because it is a very cost-effective method. It does not require much time to get the questionnaire filled in an organisation. This method can also help in collecting the information on all aspects of an entry level administrative assistant position.

Question 2

As a current (or future) manager, how will you communicate the requirements of an entry-level customer service representative to a candidate who just arrived at your office for an interview? Will you describe the job in terms of competencies? Knowledge, skills, and abilities? Both? Explain your answer.

Answer 2

Job analysis plays a very significant role in HRM programs. Job analysis almost affect every part of diagnostic HRM model. It helps in getting valid information about the nature and responsibilities of all the jobs in the organisation which can be used to hire right kind of people for right job.
As a current manager, it is a very significant task to communicate the requirements of an entry-level customer service representative to a candidate who just arrived at office for an interview. After the proper job analysis process, organisations have their high quality of job descriptions and job specifications data available with them. Manager can use these job description and job specification data to communicate the requirements of an entry-level customer service representative to a candidate.
As job description will communicate the information like job title, location, summary, whom he has to report to, working conditions, duties and other hazards related to the job. On the other hand, job specification will provide the information regarding the required qualification, experience, training, responsibilities, skills and characteristics.

Question 3

What core information should be included in most job descriptions and job specifications ?

Answer 3

Job analysis plays a very significant role in HRM programs. Job analysis almost affect every part of diagnostic HRM model. It often serves as a cornerstone of HRM. As it helps in getting valid information about the nature and responsibilities of all the jobs in the organisation.
After the proper job analysis process, organisations have their high quality of job descriptions and job specifications data available with them. Core information that should be included in most job descriptions and specifications is:
• Job description: job title, job location, job summary, whom to report, machines to be used, working conditions, duties and other hazards related to the job.
• Job specification: required qualification, experience, variable demands, training, responsibilities, required technical, communication physical skills and emotional characteristics.

Question 4

What is the difference between an essential and a nonessential skill? How are these related to the Americans with Disabilities Act?

Question 5

Describe the mechanistic and motivational models of job design. What is the emphasis of each?

Question 6

Assume that you're a manager who needs to design three new jobs for your department in a company. Will you apply the job characteristics model of job enrichment to these new jobs? Why or why not?

Question 7

What are the six major components of the O*NET Model? How many occupations are included in the O*NET database?

Question 8

What challenges does the concept of reengineering pose for job analysis and human resources?

Question 9

Critically evaluate the job analysis that Mary conducted for the position of assistant store manager. Has she used appropriate methods? What are the strengths and weaknesses of her efforts?

Question 10

What kinds of factors about Today's Fashion and its operations should Mary have examined more seriously in order to improve her job analysis?

Question 11

Carefully read the job description and job specification that Mary prepared. Do they appear to be thorough? Do you think that they as adequate to serve as a basis for a new selection system? How well do you think these documents will work if May is sued for discrimination in her hiring practices? Why?

Question 12

Assume that you (male or female) were going to take a 6-week leave of absence from your job five months from now. How do you think your supervisor and co-workers would react to the news? Explain.

Question 13

Do a brief job analysis of your current (or a past) job, including a job description and job specifications/qualifications. Which tasks, duties, or responsibilities could you finish before your leave of absence? Which could you delegate to your co-workers? Which would have to wait until you return from your leave of absence?

Question 14

Assume that you received a lot of negative comments from your supervisor and co-workers when you "announced" that you'd be taking a 6-week leave of absence. How would that make you feel? Would it have any impact on your commitment to the organization?

Question 15

Job analysis is used to provide answer to several questions. Identify five of those questions.

Question 16

Job analysis is often serves as a "cornerstone" of HRM. Describe how job analysis helps with the recruiting and selection, and training and career development functions.