Job analysis is the process of gathering, examining, and interpreting data about the job’s tasks and responsibilities. According to the Society for Human Resource Management (2012), the following steps help provide the best analysis of a particular job:
- Involve employees by having them complete job analysis forms.
- Interview employees, asking them specific questions about their job duties and responsibilities.
- Obtain log sheets from employees with information about each of their tasks and the time spent on each task for at least one full work week.
- Complete desk audits where you observe employees doing their jobs at different times of the day and days of the week and track what they do and for how long.
- Interview supervisors and managers, and other employees, clients and customers the employee may interact with while performing the job.
- Compare the job to other jobs in the department as well as the job grade or job family to show where it falls on the pay scale.
Society for Human Resource Management. (2012). Job Analysis: How
do I conduct a job analysis to ensure the job description actually
matches the duties performed by the employee in the job? Retrieved from https://www.shrm.org/resourcesandtools/tools-and-s…
Please view this short video before starting your assignment:
Job Analysis Biz. (2012). What is the difference between a job analysis and job description? [Video File]. Retrieved from
Upon completion of the required readings in this module, discuss the results and practical implications of this material in your assignment. Your discussion should not only recite the findings but relate those findings to the literature on the subject. Specifically, in 2 to 3 pages respond to the following:
- What is job analysis and what is its role in human resource management?
- How does job analysis drive job descriptions?
- How can job analysis and job descriptions be used effectively in the hiring process? How can they be used in the medical arena?
Note: In preparing your response you should not only draw from the assigned readings but also incorporate additional research you conduct on the subject.
- Conduct additional research to gather sufficient information to justify/support your position and answers to the questions.
- Limit your response to a maximum of 3 pages.
- Include an introduction and conclusion in your paper.
- Support your case with peer-reviewed articles, with at least 3-4 references. Use the following link for additional information on how to recognize peer-reviewed journals: http://www.angelo.edu/services/library/handouts/peerrev.php.
- You may use the following source to assist in your formatting your assignment: https://owl.english.purdue.edu/owl/resource/560/01/.
Brannen, D. A. (2016). Why you should have job descriptions. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/t… Hauff, S., & Richter, N. (2015). Power distance and its moderating role in the relationship between situational job characteristics and job satisfaction. Cross Cultural Management, 22(1), 68. HR Council. (n.d.). Getting the right people. Retrieved from http://hrcouncil.ca/hr-toolkit/right-people-job-de… Jackson, S. E. & Schuler, R.S. (1995). Understanding human resource management in the context of organization and their environments. Annual Review of Psychology. 46, 237-264. doi: 10.1146/annurev.ps.46.020195.001321 Pató, B. S. G. (2015). The 3D job description. The Journal of Management Development, 34(4), 406. Smith, K. J. (2015). Conducting thorough job analyses and drafting lawful job descriptions. Employment Relations Today (Wiley). 41(4), 95-99. doi:10.1002/ert.21479 U.S. Small Business Administration. (2017). Writing effective job descriptions. Retrieved from https://www.sba.gov/starting-business/hire-retain-…
Job Analysis Biz. (2012). What is the difference between a job analysis and job description? [Video File]. Retrieved from International Institute of Management & Technology Studies. (2013). Job analysis, job description, job specification and job evaluation. [Video File]. Retrieved from
Hawkes, C. L. & Weathington, B. L. (2014). Competency-based versus task-based job descriptions: Effects on applicant attraction. Journal of Behavioral & Applied Management. 15(3), 190-211. UIC Human Resources. (2009). Writing effective job descriptions. Retrieved from https://www.hr.uic.edu/UserFiles/Servers/Server_27…
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