Reference no: EM133107659

NEED HELP IN RESPONDING TO A DISCUSSION QUESTION:

Job Analysis is the heart of Human Resources. Your new HR assistant will be compiling information to update the organization's job descriptions. Which job analysis approach will you use, and why?

Job analysis is concerns itself gathering, processing, and reporting information regarding both the negative and positives about certain aspects of a position posting. Specifically focused on the requirements of such positions and the exchange with the firm's use of total rewards. Job analysis is an approach that uses an approach that goes into greater detail regarding the scope, KSAOs, and responsibilities that a position might hold or requirements through explaining job competencies or requirements. Job Rewards would is another form of extrapolating data both internally and externally [within the job market] to identify aspects of total rewards utilized to attract qualified candidates for a position.  The difference is the competencies are comprised of a more holistic approach that identifies skills that could be transferred throughout an organization. (Heneman, 2018, pg. 156-157). I would concern myself with gathering information regarding a certain position through providing requirements that focus on the competencies because they lend themselves to a wider applicant pool that possesses an understanding of the needs of each skill and could be utilized throughout the organizations as needed. The information gathered could also provide the organization with a vital look at skills and positions to take inventory of the skills required to further build a more fluid and effective workforce. It would also provide vital information that could be used in a SWOT analysis of the organization with the understanding of how these sections/departments within the organization work together to identify the flow of production.

Examples of the other methods such as the Job Rewards could look like bonuses. The military offers incentive programs such as Service Reenlistment Bonuses as a tool that utilizes monetary incentives to improve retention within certain functions of the organization to improve or maintain the overall health of the function. For example, the tool could be utilized to ensure the health of an occupation that might be unpopular or require a higher level of training that is transferable to the private sector.