Description
You are the new HR leader for a small manufacturing firm located in the Midwest. During your interview, the owner of the company expressed an urgent need for a complete staffing review due to the fact that a substantial amount of technical change had occurred at the plant over the past decade without regard to the job description or the requirements of the position.
Establishing the proper staffing process is important to reaching a successful outcome. You must have a firm understanding of how you will accomplish the task of reviewing the actions and behaviors of each role and/or position within the organization. The owner of the manufacturing firm has asked for a structured three-section report explaining how the project will be accomplished and where the process will begin. With the concerns of the owner in mind, you will develop a detailed report, defining the process, the reasoning for conducting the job analysis, the resulting job design, and the performance evaluation process for each position and/or role within the organization.
Your project must be designed in such a way that is understandable to both administrators and subordinates and comprehensive in the results.
Section 1 – Job Analysis (Three to four pages and two scholarly resources in addition to the text.) Use keywords and HRM language that are connected to each of the header areas. Include resources that support your findings.
Part 1 – Explain your reasoning for the purpose of the job analysis and the relationship to individual needs and corporate strategy. Evaluate why it is important to perform a job analysis for the positions within the organization.
Part 2 – Describe an analysis tool that would be most appropriate for this particular project. Explain the reasoning for your selection and your desired outcomes. Indicate the type of information that will be delivered via the analysis tool.
Part 3 – Identify specific external resources available to HR, and explain how they will be used to provide occupational data and descriptors.
Part 4 – Summarize the assumed data to be defined during analysis. Explain why the content is important to job design and performance evaluation.
Section 2 – Job Design (Three to four pages and two scholarly resources in addition to the text)
Part 1 – Create a job description for the organization based on the proposed data delivered in Section 1. Specifically identify each section of the job description, and defend the importance of each to the selection process. This should be a description of the template, not a job description for a specific job.
Part 2 – Explain how the required employment and labor laws (BFOQ, ADA, EEO, and OSHA) are incorporated into the job description. Evaluate how the organization will account for the deployment of these laws.
Part 3 – Based on your research, explain why the chosen design is appropriate for the organization.
Section 3 – Performance Appraisal (Three to four pages and two scholarly resources in addition to the text)
Part 1 – Explain the purpose and intended outcomes of a performance appraisal. Evaluate the proposed job description (Section 2), and describe how the elements of the job description will be measured.
Part 2 – Develop a performance appraisal using the measureable actions defined within the job description.
Part 3 – Explore the challenges and opportunities that a performance appraisal adds to the overall job analysis and job design process.
Summary
Provide an overall summary of the proposed structure for the staffing review as requested by the owner of the organization. Briefly describe each section of the plan, and defend why your choices will provide the information needed for a successful outcome.
The Discovery and Design Project
- Must be 8 to 10 double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.).
- Must include a separate title page with the following:
- Title of paper
- Student’s name
- Course name and number
- Instructor’s name
- Date submitted
- Must use at least six professional or scholarly sources in addition to the course text(s).
Explanation & Answer
Attached final. Cheerscontact if need be
Running head: JOB ANALYSIS, DESIGN, AND PERFORMANCE EVALUATION 1
Job Analysis, Design, and performance Evaluation
Student’s name
Course name and number
Instructor’s name
Date submitted
JOB ANALYSIS, DESIGN, AND PERFORMANCE EVALUATION
2
Job Analysis, Design, and performance Evaluation
Job Analysis
Part 1
In every organization, there are specific job position with regards to the needs of the
company. There are those organizations who will require several supervisors while others
will require none. All of these attributes are defined by the process of job analysis where the
management knows who is best fit where and how many position are needed in the
organization. Job analysis therefore can be defined as the process or procedures of
identifying the content of a job with regards to the requirements that are needed to perform a
specific job (Kang, 2015). Every position in the organization will have specific employee
who best fit for the position. Assuming that after every year the company recruits new
employees, they must be able to define what kind of qualifications the employees will have.
All these are done through the job analysis process. Its therefore a crucial process and which
should be effectively handled by the management.
There are different purposes that will be achieved by the job analysis process, which will
benefit the company as well as the individual. Remember that an employee also needs to
grow career wise and there is no one time they will want to remain in a particular position
until their retirement. One of the basic purposes of job analysis in the organization is
recruitment and selection where by the company will be able to get the best talents and skills.
Before an employee is absorbed in the company, they must meet specific qualifications with
regards to the position they are applying for (Vandaveer, 2016). There are different positions
JOB ANALYSIS, DESIGN, AND PERFORMANCE EVALUATION
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in the company and therefore the need to be specific on which position the qualifications are
to be matched. Performance analysis is another purpose whereby there is a test done to
ascertain that the particular goals and objectives of particular job are met. Remember that in
every position, there are specific objectives that require to be met. Workers do not just report
to work and leave in the evening (Kang, 2015). There are certain issues they must address
and this is made possible by the job analysis process. The third purpose, which will be
enhanced by the job analysis, is training and development. As outlined, every employee need
to have a continuous training trend to improve his or her skills and develop career-wise. Even
if an employee will still be in their current position, they need to advance in both knowledge
and skills. Remember that times change and therefore the need to effectively adapt with
continuous training.
Performing a job analysis will also help on matters regarding compensation management.
every employee`s motivation comes from the kind of pay they are getting. No one wants to
be in a position they feel they are not getting what they deserve since it’s the basic
motivation to work. With job analysis, the management will be able to know what kind of
benefits to award their employees and when to do so. Its all about defining how the jobs are
being one and those responsible are rewa...
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