In this module we learn how HR laws and court decisions specifically impact the staffing function, for example, in insuring that processes do not disqualify candidates in one of the protected categories.
management
Description
Module 3: Introduction and Readings
Overview
In the previous module we learned about various laws and court decisions that cover employment practices. In this module we learn how HR laws and court decisions specifically impact the staffing function, for example, in insuring that processes do not disqualify candidates in one of the protected categories.
We start with describing the function of a job analysis and job description (also sometimes known as a "position description"). The job description typically does not get the attention that other HR subjects do; some even consider doing it a very boring activity. On the other hand, it is typically the starting point for a rationale framework to identify appropriate job duties, position worth, recruitment strategies and job requirements in general. In this module, you will have an opportunity to view and critique a job description.
Module 3: Job Analysis
Job Analysis
The value of job analysis has certainly gotten attention since the passage of various ADA laws, federal and local. An effective job analysis or classification document will be very important in evaluating whether the applicant can do the job and whether or not an appropriate accommodation is in order.
There are a variety of methods to analyze a job; and following is a partial list of methods:
- Observation Method
- Individual Interview Method
- Group Interview Method
- Structured Questionnaire Method
- Technical Conference Method
- Diary Method
Module 3: Job Analysis Discussion
11 unread reply.11 reply.
This week you have a
textbook chapter 5(Text Book attached Please use the textbook for reference in your work plus external if necessary) devoted exclusively to "job analysis." The author
describes various approaches or methodologies for job analysis. Some experts
say that job analysis is the "linchpin" for an effective system of
personnel management; in other words, the job analysis functions as the
backbone of the HR function. Do you agree or disagree and what is your basis?
In
addition to your formal post, please be sure to react to the posts of at least
two colleagues.
