Each one needs a response with a reference
Lauren Williams
1. Job Analysis is fundamental to the staffing and planning. Which method of job analysis would you recommend, and why?
The two traditional forms of job analysis are inductive and deductive (Peterson & Jeanneret, 2007). The 5 methods discussed in our text are: Critical Incidents, Job Elements, Structured Interview, Task Inventory, and Structured Questionnaire. To determine the best combination of job analysis techniques, it is important to identify the nature of the resources and expertise the firm has available. I chose two different techniques to utilize, Critical Incidents and Structured Interview (Phillips, 2020).
The critical incidents method is a job analysis method by which important job tasks are identified for job success. Critical job tasks are those important duties and job responsibilities performed by the jobholder that lead to job success. Information about critical job tasks can be collected through interviews with employees or managers or through self-report statements written by employees. The Job Analysis Interview: method to collect a variety of information from an incumbent by asking the incumbent to describe the tasks and duties performed (HR-Guide, 2015).
“This study found that job analysis methods are perceived as differentially effective for various human resources purpose, and as differentially practical Although the amount of variance explained in the ratings by job analysis methods is not large, neither is it inconsequential” (Levine et al., 1983). Therefore, I recommend using a combination of job analysis methods to resolve any discrepancies which might occur between different techniques.
Kesley Siegel
2.
What would you do if you and a supervisor do not agree on the importance of various job duties/tasks during job analysis? How would you resolve it?
This can be a common occurrence between an employee and their supervisor as they might not see eye to eye on the priority of job duties. It is important to resolve the disagreement in a professional and respectful manner. The employee should feel valued in the discussion and have their voice heard as they are the one responsible for the job duties/tasks being evaluated. I believe it is important to have a conversation between the supervisor and the employee to discuss the areas of discrepancy.
The weights for each job duty’s relative importance are used to identify the essential qualifications of new hires and to prioritize the characteristics that will be recruited and screened for in the future (Phillips, 2020).
Being able to voice your concerns and have a constructive conversation between supervisor and employee is key to having a successful working relationship. In many instances, voice has been associated with overall team effectiveness as well as specific team indicators (Li & Tangirala, 2021).
.
Each one needs a response with a referenceLauren Williams1. .docx
1. Each one needs a response with a reference
Lauren Williams
1. Job Analysis is fundamental to the staffing and planning.
Which method of job analysis would you recommend, and why?
The two traditional forms of job analysis are inductive and
deductive (Peterson & Jeanneret, 2007). The 5 methods
discussed in our text are: Critical Incidents, Job Elements,
Structured Interview, Task Inventory, and Structured
Questionnaire. To determine the best combination of job
analysis techniques, it is important to identify the nature of the
resources and expertise the firm has available. I chose two
different techniques to utilize, Critical Incidents and Structured
Interview (Phillips, 2020).
The critical incidents method is a job analysis method by which
important job tasks are identified for job success. Critical job
tasks are those important duties and job responsibilities
performed by the jobholder that lead to job success. Information
about critical job tasks can be collected through interviews with
employees or managers or through self-report statements written
by employees. The Job Analysis Interview: method to collect a
variety of information from an incumbent by asking the
incumbent to describe the tasks and duties performed (HR-
Guide, 2015).
“This study found that job analysis methods are perceived as
differentially effective for various human resources purpose,
and as differentially practical Although the amount of variance
explained in the ratings by job analysis methods is not large,
neither is it inconsequential” (Levine et al., 1983). Therefore, I
recommend using a combination of job analysis methods to
resolve any discrepancies which might occur between different
2. techniques.
Kesley Siegel
2.
What would you do if you and a supervisor do not agree on the
importance of various job duties/tasks during job analysis? How
would you resolve it?
This can be a common occurrence between an employee and
their supervisor as they might not see eye to eye on the priority
of job duties. It is important to resolve the disagreement in a
professional and respectful manner. The employee should feel
valued in the discussion and have their voice heard as they are
the one responsible for the job duties/tasks being evaluated. I
believe it is important to have a conversation between the
supervisor and the employee to discuss the areas of discrepancy.
The weights for each job duty’s relative importance are used to
identify the essential qualifications of new hires and to
prioritize the characteristics that will be recruited and screened
for in the future (Phillips, 2020).
Being able to voice your concerns and have a constructive
conversation between supervisor and employee is key to having
a successful working relationship. In many instances, voice has
been associated with overall team effectiveness as well as
specific team indicators (Li & Tangirala, 2021).
