Job Description Analysis
Introduction
With the changing responsibilities of today’s human resource Personnel, one of the main functions that needs redress is the accuracy of the documentation pertaining to Job Descriptions, Performance Standards, and performance Evaluations or appraisals. In many organizations these documents are either outdated or non-existent. With the adoption of recent regulatory provisions, compliance to these regulations has becomes a major concern to HR departments everywhere. The availability and accuracy of these documents has become more critical to most organizations and their legal departments.
Our group decided to analyze the aptness of these documents for one of our group member’s organizations as it pertains to his job responsibilities. The documentation pertaining to the Project Analyst position within this company was found to be outdated, cumbersome and incomplete with relation to the modern HR requirements. Much of the original documentation requirements were never used, did not exist, or did not pertain to this specific job.
The following pages will document our objectives and solutions to these issues.
Job Description
A job description is simply a lis of responsibilities and functions that are required in a particular position. The original job description for te analyst positions was lenghthy but incomplete. As we discussed the form, we discovered it was possible to shorten the document and include pertinent information...
She taught at universities both in Australia and the United States. Connell highly disagreed that the ideas about what established masculinity are ethically definite. In other words, masculinity is important to whom is referred to. For example, “if women are seen as weak, passive and emotional, then men are supposed to be strong, aggressive, and rational” (Seidman, 221). Additionally, masculinity is based on how people interact with each other in which correlates with their race, class, and sexuality. With this said, Connell said, “to recognize diversity in masculinity: relations of alliance, dominance and subordination… This is a gender politics within masculinity” (Seidman, 223). To point out Connell’s theorizing masculinity, she believes that diversity defines masculinity has its own relationships with authorities. In our text, Seidman gave a brief example of how the roles carry out to the social authority such as President, Senator, CEO, General, media executive, or surgeon. It is stated that while there are many senators, executives, or CEOs who are women, it is definite identify as masculinity because people think those high authorities is only for a male role. In our text, Connell has mentioned that “every society has a dominant or a “hegemonic” type of masculinity” (223). This means that she believes men has the power or control type of their masculinity in the
Aaron Devor’s essay “Becoming Members of Society: Learning the Social Meanings of Gender” describes how despite popular belief, gender and sex are not directly related and how social norms affect individual’s choice of gender. Devor‘s main argument is that gender is not determined by genitalia, but instead by the individual's own choices. Michael Kimmel’s essay “Masculinity as Homophobia” claims that gender equality is a positive thing for males and that social norms force men to act a certain way. Kimmel’s main argument is that men are always having to protect their masculinity in order to prevent themselves from appearing weak. Both authors present compelling arguments for both gender equality and for how social norms influence individuals’ gender choice. However, the two authors approach the same topic in different ways. Kimmel takes a more laid-back approach to the topic by using simple words and a conversational tone that relates to the casual gender sociologist. Devor writes a more sophisticated essay using complex terms and a more formal tone that relates to the serious sociologist that research gender studies.
Since 1619, when the first slaves were brought to North America, race has played an important role in everyone’s life; especially those who are different from what people would consider “American”. According to the textbook, “race is defined as any group of people united or classified together on the basis of common history, nationality, or geographical distribution” (pg. 59). People are placed into different categories instead of all being considered human beings. Although we do not have slavery, that we know of, in the United States today, this does not mean that race is still not an issue. However, race in this country has taken a turn over time and has now, “taken on a meaning that refers to differences between people based on color” (pg.
A job analysis a great way to analyzed whether or not the individual is fit for the position. By creating a questionnaire that relates to the daily tasks for the position will narrow done the selection process into a smaller portion. The information given from the Job Analysis is also used to create a Job Description and Job Specification. “Job description identifies the tasks, duties, and responsibilities. The “job specification list the KSAOCs that individuals need to posses to perform a job successfully”(Pynes, 2013). After an individual is hired we must train that individual with the proper format in order for them to understand the concept of work. In this process I will develop a training program that includes all the organizations policies, procedures and daily tasks.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
This report aims to identify the role of the CIPD’s HR Profession Map in defining the HR Profession. It will focus on 3 things, the CIPD profession map itself, the 2 core professional areas as well as the behaviours featured on the map and finally why HR professionals need to be able to manage a variety of situations in relation to the map.
one is what the other is not: masculinity is not compassionate, emotional, complicated or cluttered, and is not made up of relations of dependence as femininity is, but is rational, logical, strong, nonchalant, and independent (McDowell, 2004). Theorisations contemporary to McDowell’s (2004) work emphasise the multiple nature of masculinities and femininities, as opposed to the dichotomous structure previously outlined. There must be a focus on both the cultural construction of multiple identities and the continued dominance of older structures of inequality (ibid.). There is a notion of men being inherently exploitative of women, and dominant (or hegemonic) masculinities and compliant (or subordinate) femininities (Jackson, 1991).
Managers are most frequently found by their subordinates unable to demonstrate a much cooperative stance in terms of telling them what information they need, using the HR metrics information included in existing reports, or even acknowledging receipt of the reports. These perceptions actually comprise the basic concern in organizations and their utilization of metrics and analytics as most managers view metrics and analytics as a simple regular task in a management policy to compute and report more metrics. There is obvious lack of communication and information regarding the assessment and report of HR metrics and the positive results in better organizational performance. Information systems help managers make different and better decisions which also include...
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Masculinities are not identities that given, but men try for size. Different masculinities can be hierarchal and related with another such as hegemonic masculinity supports gender inequality, complicit masculinity is men who benefit from hegemonic masculinity, subordinated masculinity is oppressed by definition of hegemonic masculinity and marginalized masculinity is gender power but not terns of race/class. Kane (2013) explains that boys in particular balance an effort with producing masculinity and hegemonic ideals. This act is evident to parents regardless
Here are some key points and ideas about exercises we could do in class. PLease contact me if you have any questions. I think we could have the speaker and do the mock interview I suggested toward the end of this e-mail. Shana Cohn CLASS DESIGN Important points, class discussion questions and activities. Part I Job Analysis defined: Identifying lists of activities or tasks associated with the job. Determining the skills needed to perform the job successfully. A well-designed job analysis can help to create a work environment where expectations are clear and future problems can be alleviated through communication. Some detailed benefits of job analysis include: 1. It provides uniform guidelines for dealing with employment selection, compensation, performance standards, and the skills needed for any given position. 2. It lays a foundation for gaining a competitive advantage by identifying training needs for the incumbent employee or an employee entering into the organization. 3. A successful job analysis draws clear boundaries between the employer and employee regarding qualifications, job responsibilities, lines of authority, and ways of preventing or dealing with grievances. 4. It allows employers to hire qualified candidates by linking applicants' skills to the job analysis. Employers can also prove that their requirements for selection are related to the job. The ADA defines a qualified applicant as "one who can perform the essential functions of the job." A job analysis provides the employer with justification of why they chose a particular applicant. Other areas to note: 1. The most common reason for a job analysis is to gather information for job descriptions. The job description should focus on results and outcomes instead of how to accomplish the job, because each person attains results in a different fashion. 2. Preparation for the future is key to dealing with a changing workplace. The job analysis should integrate issues the organization may confront in the future, such as turnover and technology advances that could change its structure. 3. Forecasting HR needs is critical to the success of the organization. These should be assessed with past trends, evaluating the skills of incumbent positions, and being aware of changing skills and requirements. Some questions/activities regarding job analysis: A class activity would be a case study that involves a new person hired into an organization where a job analysis is not utilized. The following questions serve as a guideline for the types of issues that could arise without a clear job analysis.
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
Sex and gender are attributes to our identity. Sex describes the physical and biological factors we are born with, for example male or female genitalia, as quoted from blackadder “A boy without a winkle is a girl” (Elton and Curtis 1998). Whether we have oestrogen or testosterone hormones also tells us if we are man or woman. Gender however is in relation to stereotypes of masculinity and femininity, and expectations of what characteristics men or women should portray. Anyone given the opportunity to describe men, they would say words like dominant, non emotional, macho, aggressive, and to be the provider and protector of his family. This essay sets out to examine if masculinity is socially constructed and to do this the theories of gender, media, historical societies and even sexuality will be analysed throughout.
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...