Likewise, the more accurate the organization's job analysis and description efforts, the better prospective applicants for employment can assess their qualifications and their suitability for specific positions within those organizations. In that regard, effective job analysis and description processes benefit the organization by eliminating (or at least substantially reducing) wasted funds and other valuable resources interviewing, training, hiring, and eventually replacing unsuitable candidates (George & Jones, 2008; Robbins & Judge, 2009)
Furthermore, even beyond those barriers, accuracy of self-perception and the differences between optimistic hopes or beliefs and more realistic limitations of prospective employment candidates can undermine even the best designed job analysis and description approach to optimizing human resource functions. Finally, because human beings are such dynamic and psychologically complex creatures, it can be very difficult to reliably predict performance (and especially, long-term satisfaction) on the basis of data-based criteria, analyses, and predictions (Gerrig & Zimbardo, 2008)
Job Analysis and Job Descriptions in Recruitment and Selection Job analysis and description is a specific approach used by modern business organizations to identify and attract the most suitable employment candidates for positions (Kinicki & Williams, 2005; Scott, Reynolds, & Church, 2010)
Generally, the most important issues considered within the scope and framework of the contemporary job analysis and description function are those that relate to the specific duties and tasks associated with positions; the nature of the work performed; the internal and external environments in which the work is performed; the tools and equipment utilized; the knowledge, skills, and abilities required of successful employees in the position; and the significant factors affecting internal and external interpersonal relationships (Brannick & Levine, 2007; Robbins & Judge, 2009). More particularly, the types of information considered relevant to specific duties and tasks includes the micro-elements that define the actual vocational responsibilities and tasks of a position, such as the skills involved, their relative complexity, and the frequency and duration of efforts required to accomplish them successfully (Noe, Hollenbeck, Gerhart, et al
, 2009). An accurate and comprehensive analysis and description of the knowledge, (including educational background and industry-specific certifications and licenses), skills, and abilities of employees in specific positions is crucial to the ability of organizations to attract and select the best candidates for success (Patterson, 2008; Scott, Reynolds, & Church, 2010)
An accurate and comprehensive analysis and description of the knowledge, (including educational background and industry-specific certifications and licenses), skills, and abilities of employees in specific positions is crucial to the ability of organizations to attract and select the best candidates for success (Patterson, 2008; Scott, Reynolds, & Church, 2010). Moreover, the relative accuracy of those assessments becomes increasingly important as a function of the level, complexity, and importance of different vocational positions (Scott, Reynolds, & Church, 2010)
Keeping this in view, ABC and Co. is launching a global ethical training program where the employees of the organizations will not only be trained to deal with organizational stakeholders from different cultures and demographics but also various organizational aspects of business ethics such as health and safety (Boyd, 2003)
The program aims at creating awareness about understanding different cultures other than one's own culture and dealing with it appropriately. The program aims at strengthening cross cultural relationships among employees and between employees and customers from different cultures (French, 1995)
The candidate must have strong interpersonal and communication skills. The ideal candidate must be able to differentiate between right and wrong and must be able to make quick and fair decisions (Barth, 2003)
And being that I was so pleased with the strategies utilized by this firm when creating and posting this position, I would likely use their descriptive post as a general groundwork and simply make a few strategic additions. For instance, I would probably add a bit of useful information regarding the company itself, and its background and future plans (Braddy, Thompson, Wuensch, & Grossnickle, 2003)
Furthermore, I would also include a section that specifically describes the applicant's job-related duties. While this ad already intricately outlines the requirements necessary to gain employment, perhaps this firm feels like candidates will be able to deduce their future responsibilities from this data (Kickul, 2001)
¶ … Job Description When considering the ever-changing and highly competitive global landscape of business today, firms must stay at the cutting edge of their respective fields in order to sustain profitability in the long-term. With the current exponential growth of technology and the computerization of business and learning, consumers and investors have become much more connected to the businesses they patronize (Kurzweil, 2001)
This is well above the average, which is about $66,800. A six figure income within several years is not out of the question if the proper performance metrics are met (ACP, 2015)
Industry certifications and other job-related classifications might also be covered. Consult with Human Resources if you wish to see what all might be or is covered (Reed & Bogardus, 2015) Rationalizations The following underpins and justifies what was done above: The job is well-paying…thus the benefits should match The salary should also tend to justify the fact that Acme is not a bottom-feeder in the golf course design industry…in its area or beyond Similarly, benefits are structured in such a way to maximize the potential employee utility from the benefits without encouraging bad behavior (the wellness program, the IRS max on FSA and tuition reimburse, etc
The salary will be of a higher standard because the job is of a higher standard as well Rationalizations Overall pay and benefits, as noted before, should be "upper shelf" Salary should shift based on industry/geographical averages Below-average performance will not and should not be tolerated Feedback should always be constantly flowing at all times but formal reviews should only be once or twice a year Salary should be adjusted if inflation takes a sharp spike upwards Raises should be based on budgetary concerns. If money runs short, then everything should be affected (SHRM, 2015) References ACP,
It is noteworthy that there are numerous basic health conditions, which are produced by the newly born. These health conditions ought to be comprehended and managed with thorough constancy (Bolino and Turnkey, 2003; Carson, et al
Responsibility is another very major and decisive attribute, which is primarily required for this job, because understanding of responsibility can decide efficiency of a person in this job. The Program Coordinator needs to understand that the life involved in this function is that of a very young child, and how crucial this can be (Chatman, 1991; Kristof-Brown, Zimmerman, and Johnson, 2005)
It is therefore chosen to identify "best practices" in management to adopt a middle path and rationale outlook towards managing the human resource function. Every strategy is deployed to benefit the wider function and aim of the organization, which is to provide service and support to nursing mothers and their families (Gerhart, Minkoff, & Olsen, 1995)
As a result of the continuous mixture of cultures and ideologies that are largely driven by globalization, education is the most important aspect to fostering an appreciation for cultural diversity and this is promoted by HR departments through training and development programs that focus on these issues. The capability of an individual to function in diverse environments and business settings that have a level of cultural diversity and develop the performance through training interventions can be defined as cultural intelligence or CQ and has become an important aspect to HR (Ang, 2006)
Often this is done through providing recognition and rewards for excellence. Among many other factors, employees are motivated to work better by proper assessment of efficiency and dedication at work by the HR department (Armstrong & Armstrong, 2009)