Reference no: EM133134842
Students will utilize the skills developed throughout the course to create a comprehensive staffing procedure. Additionally, students will identify the necessary components of job analysis, job design, and performance appraisal. Last, students will rationalize the reasoning behind the tasks related to job analysis, job design, and performance appraisal.
Job analysis and job design lay the foundation for many different human resource functions and responsibilities. Without proper analysis and design, the organization might endure gaps related to process and production. The outcomes of analysis and design are pivotal to performance evaluation in that each defines the criteria for which measurement will occur. Week 6 moves through each of the concepts based on a real-world scenario. Your role is to make wise decisions related to each process for the most successful outcomes. Reach back and utilize all the concepts discussed throughout the course to support your decisions and design.
The position of Human Resource Manager is not for the faint of heart. You must have grit, self-confidence, knowledge, and a determination to do what is best for the organization and the individual. The Human Resource Manager must be a strong strategic partner and have the wherewithal to do what is right and the ability to objectively make decisions.
As you approach the final project reconnect with the knowledge gained throughout the course to develop a practical job analysis and design package that is measurable and credible. Use the final project as practice for future projects and career challenges. Once the project is complete, you will know in your heart and mind that you are skilled and capable of maneuvering through the entire process utilizing the right tools as warranted by the needs of the organization. Review the concepts provided by our authors' and speakers during the class. What are the key points that drive successful outcomes and must be included in the overall process? Does your final project connect position questionnaires to the analysis, the analysis to the description, and the description to the performance evaluation? Are the outcomes measurable?
Take your knowledge and develop a process that is clear and achievable. Know the reason why behind your choice of templates and evaluation. If you are unsure of the task at hand, use your knowledge to research the process until you are comfortable with your decisions.
The content of this course is detailed, necessary, and sometimes a bit confusing. As we wrap up the six weeks with the final assignment being a collaboration of job analysis, job design, and performance evaluation we must accept the fact that not everything fits into a nice neat package. Due to time management or perhaps lack of resources, there are times that you may have to decide about the path you will take to accomplish a task. Our last discussion looks at the options and helps with the decision-making process for reshaping the task.
The purpose of this discussion is a reminder that the role of a Human Resource Manager must be fluid and adaptable to the task at hand. It is important to look at the entire process and not be pushed into making a decision that may not be in the best interest of the organization. The intended outcome of the task is to develop confidence in both the process and your decision-making skills based on the needs of the organization and the individual. The more exposure to the steps required to complete the process, the more confidence you will gain in your skills and abilities. Review each process: job analysis, job design, and performance evaluation.
-What processes are a must-do or must-have and which can be eliminated? Explain your reasoning.
-Will there be problems if you do not do something within a process?
-Is it possible to not do something now and perhaps readdress it later without repercussions?
-Are there any legal ramifications for not addressing something in each process?