Assignment task:
1.) Please respond to the discussion question below using and citing scholarly references in APA format.
You probably do not work at a movie theater. So think about your own job (Recruitment Specialist, Higher Education). How would you conduct a job analysis for your own job title? In a few sentences, briefly describe a plan for how to analyze your job. Who should be involved? What methods will you use to gather information? How long will it take to complete the process?
2.) Please respond to the 2 peers using the questions: Cite 2 scholarly references in APA format.
Specifically, focus your responses to your peers' initial postings using the following prompts:
- Why do you think your peers chose the individuals and methods they did?
- Do you think your peers' expectations are realistic and will provide a complete picture of their job titles?
- What did your peers neglect to mention that would add to their job analysis efforts?
- Based on what you learned from Stetz's article, should your peer have any concern about carelessness or bias entering into his/her analysis? Need Assignment Help?
SF: As a University Relations Recruiter, it is important to understand the role when conducting a job analysis for this title. UR recruiters and Full Cycle (Experience) recruiters have overlapping skills but our candidate pools and targets are vastly different. When analyzing the URR role, those involved should include the URR manager and an HR Business Partner and maybe the Director of Human Resources. Questions should be formulated to get the important information on that role such as what are the KSAs involved and what are the goals for the specific role? The best methods of gathering data for my job title would be the use of questionnaires, surveys and observation. Job incumbents and/or managers fill out a job analysis questionnaire about the KSAs necessary for the job. HR compiles the answers and publishes a composite statement of job requirements. This method produces reasonable job requirements with input from employees and managers and helps analyze many jobs with limited resources (Peeling 2024). In a face-to-face interview, the interviewer obtains the necessary information from the employee about the KSAs needed to perform the job. The interviewer uses predetermined questions, with additional follow-up questions based on the employee's response. This method works well for professional jobs (Peeling 2024). Employees are directly observed performing job tasks, and observations are translated into the necessary KSAs for the job. Observation provides a realistic view of the job's daily tasks and activities and works best for short-cycle production jobs (Peeling 2024). The overall process should take roughly 2-3 weeks.
Peeling, A. 2024, August 22. Job Analysis 101: Essential Steps to Define and Evaluate Roles.
KW: To conduct a job analysis for my role as an HR Manager (Policy) in the federal government, I would implement a structured plan that aligns with organizational goals. This process would focus on gathering data to define key tasks, responsibilities, and qualifications. As SHRM (2024) describes, Job analysis involves examining a position to identify the tasks and responsibilities it encompasses, its significance compared to other roles, the skills required for effective job performance, and the environment in which the work takes place (Peeling, 2024).
The purpose of the job analysis is to refine the job description, identify training needs, and establish clear performance standards. I would involve myself, my supervisor, HR colleagues, workforce management professionals, classifiers, and SMEs. Involving multiple stakeholders ensures a comprehensive analysis, as noted by SHRM (2024), It is often beneficial to involve multiple stakeholders in the process.
I would use several methods to gather information, such as reviewing the current position description, completing an open-ended questionnaire, conducting interviews, and analyzing workforce data. These methods, including real-time documentation through a work diary, would offer a thorough perspective on the role. As SHRM (2024) emphasizes, the best approach for gathering data for a job analysis is to collect information through direct observation and also from the most qualified employee(s) using questionnaires or interviews (Peeling, 2024).
The process will take four to five weeks. In Week 1, I would review the job description and talk with a classifier. Week 2 will involve sending out questionnaires and looking at workforce data. In Week 3, I will interview key stakeholders, and Week 4 will be for gathering all findings. I will complete the final report in Week 5. As SHRM (2024) advises, periodically review and update the job analysis to ensure it remains relevant and accurate (Peeling, 2024).
In addition to using OPM qualification standards, I would use resources like O*Net Online to benchmark job roles and gather detailed information on the skills, knowledge, and abilities (KSAs) needed for the HR Manager (Policy) position. O*Net offers a comprehensive database that can support the analysis by providing job-specific details on responsibilities and competencies. According to O*Net, Job analysis consists of determining the knowledge, skills, and abilities needed for a position, while O*Net serves as a tool for outlining these requirements in accordance with industry standards (DOL, n.d.).
By involving key stakeholders and using a variety of methods, this job analysis will clearly define the HR Manager (Policy) role.
References:
Peeling, A. (2024, August 22). Job analysis 101: Essential steps to define and evaluate roles. Society for Human Resource Management.
U.S. Department of Labor, Employment and Training Administration. (n.d.). Human resources managers (11-3121.00). O*NET OnLine.
U.S. Office of Personnel Management. (n.d.). Supervisory guide. U.S. Office of Personnel Management.