Human Resource Management
Essay by Marlon Horsford • November 23, 2017 • Coursework • 1,542 Words (7 Pages) • 833 Views
Job Analysis
Human Resource Management
Tutor: Mr. Anthony Andall
Marlon S. Horsford
Shakera Simon
St. George’s University
23rd /09/2015
Assignment 1:
You are required to complete this assignment using this document. Please ensure and use O*Net as a resource for finding the relevant job descriptions. I recommend that you use a job description for a position that you are familiar with (Nurse, Hairdresser, Receptionist, etc).
Although O*Net may rank task in order of priority, you are free to change this order around to depending on discussions with your team member, or your personal experience/observation of individuals performing that job.
Please ensure to fill in all answers on this sheet, and don’t forget to include the names of all team members when submitting. You only need to submit 1 paper per team. The grades you receive will go toward you individual assignment score. Papers must be submitted via sakai and the Deadline for submission is Wednesday Sept 23 at 11:55 PM.
Chapter 3 of the text will also contain relevant information for completing this assignment as well.
Link to O*Net
https://www.onetonline.org/
1. Job title being analyzed:
Bank Teller
Sources of collecting job information:
Employees, Supervisors, Manager, HR Job Analyst, outside consultant
Why do you recommend these sources?
The sources of collecting job information are quite reliable in providing accurate and useful information. The sources above are closely related to the business and its operations. Based on job experience and qualifications, information can be accurately provided with the use of resources (statistics, historical facts, cases, strategies etc.)
Method(s) you recommend for collecting Job analysis information:
(The Interview, Questionnaire, Observation, Participant Diary Logs)
Why have you chosen these methods?
- The three types of interviews managers use to collect job analysis data are:
- individual (to get employee’s perspective on the job’s duties and responsibilities,
- group ( when large numbers of employees perform the same job), and
- supervisor ( to get his/her [perspective on the job’s duties and responsibilities)
2. Questionnaire (As the questionnaire will be structured the same way for all employees, answers will be relatively easy to analyze. Employees will be precise on the qualitative views of the job and its duties.)
3. Observation (first-hand knowledge and information about the job being evaluated will be obtained.)
4. Participant Diary Logs (Information pertaining the job is collected as events occur. Information is relatively up-to-date.)
The pros of using an interview are that it is: simple, quick, and more comprehensive because the interviewer can unearth activities that may never appear in written form. Structured or unstructured questionnaires may be used to obtain job analysis information.
Questionnaires can be quick, efficient way of gathering information from a large number of employees. But developing and testing a questionnaire can be expensive and time consuming.
Direct observation are useful when jobs consist of mainly observable physical activity as opposed to mental activity; however, reactivity can be a problem with direct observation, this is where a worker changes what he/she normally does because he/she is being watched.
The employee records every activity he/she engages in, in a diary or log along with the amount of time to perform each activity to produce a complete picture of the job. On the other hand at times employees my try to exaggerate various activities and underplay others.
2. You are required to select the 10 most important task from the job description for the position selected. Write the task statements in the table below. You are expected to indicate the percentage of time the individual will spend on each task listed. Your total must be equal to 100%.
Task | Percentage of Time |
Example: Accurately record orders in the inventory register | 15% |
| 20% |
| 5% |
| 10% |
| 5% |
| 10% |
| 5% |
| 5% |
| 15% |
| 15% |
| 10% |
Total | 100% |
In this section you are required to rank the task you identified in the table above, according to the level of importance for that job.
Task | Overall Importance 1= Minor importance 2= Somewhat important 3 = important 4 = Very important 5 = Major importance |
Example: The employee has to accurately record orders in the inventory register | 4 |
| 5 |
| 3 |
| 4 |
| 3 |
| 5 |
| 5 |
| 3 |
| 4 |
| 5 |
| 5 |
Please explain your rationale for the rankings you assigned (1: Minor importance – 5: Major importance) based on each of the task listed above?
...
...