10 -12pg - HR Design Project

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Week 6 - Final Project

Discovery and Design Project

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 10 to 12 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.)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).
  • Must document all sources in APA style as outlined in the Ashford Writing Center.
  • Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.

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Report: HR Design Project

HR Design Project
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Report: HR Design Project

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Running head: HR

1

HR Design Project
Name
Course Number: Course Title
Instructor: Name here
Date here

HR

2
HR Design Project
Section 1: Job Analysis
Part 1
The fundamental reasons for leading a job analysis process is to utilize a specific data to

make a correct fit between job and worker, to survey the execution of a worker, to decide the
value of a particular assignment and to find out training and advancement needs of a worker
performing that specific job (Kinicki & Fugate, 2016). Job Analysis assumes a critical role in
enrollment, job assessment, job planning, choosing remuneration, breaking down training and
advancement needs, evaluating the value of a job and expanding the workforce and additionally
hierarchical efficiency.
The following are some of the significant importance of performing a job analysis:
✓ Recruitment and Selection: It will help in figuring out what sort of individual is required to
play out a specific job. It brings up the instructive capabilities, level of understanding and
functional, physical, passionate and individual abilities necessary to complete a task in
wanted design (Esteban et al., 2017).
✓ Performance Analysis: It will help in checking if objectives and targets of a specific job are
met or not. It helps in choosing the execution models, assessment criteria and person's output.
On this premise, the general execution of a worker will get estimated, and he or she will be
assessed in like manner.
✓ Training and Development: Job Analysis can be utilized to survey the preparation and
improvement needs of workers. The contrast between the standard and real output decides
the level of preparing bestowed to workers (Pride, 2017).

HR

3

✓ Compensation Management: It will help in choosing the compensation packages and
additional advantages and benefits and settled and variable impetuses of workers. The
compensation packages rely upon the position, job title and obligations and duties associated
with a job.
✓ Job Designing and Redesigning: The principle motivation behind job analysis is to
streamline the human endeavors and derive an ideal output. It helps in planning, updating,
advancing, assessing and furthermore curtailing and including the additional obligations in a
specific job.
Part 2 – Occupational Information Network (O*Net) Model.
The O*NET developed by the Department of Labor which saw O*NET serving "as...


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