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HR Effectiveness and Job Analysis

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Reply to the following in 1 or 2 paragraphs:

What does an organization need to do to ensure an effective HR department?

A job analysis is the procedure through which you determine the duties of the positions and the characteristics of the people to hire for them (Dessler, 2013). In the case with the company and the new vice president coming on board he has to get everyone under the same salary structure. Seeing how he used to be a consultant for one of the companies, he already has an inside track on the organization.

What can the HR department do to ensure its effectiveness?

In order to have an effective HR department I think recruitment and selection is important because putting the wrong people in the job could be detrimental to the organization, have an effective EEO compliance program, performance appraisal to let each employer know where they stand as far as job performance, compensation, this will entail required skills and education level, safety hazards, degrees of responsibility, and training, in order to stay proficient training should be conduct semi or annually.

And what role do employees play in helping to achieve this goal?

To achieve their goals the employee must stay proficient in their specific job skills, continue training, competencies include knowledge, ability, and values, which define what is expected from those who work in HR and form the basis for assessment and improvement in the quality of HR professionals

(Ulrich, Brockbank, Johnson, & Younger, 2007).

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Solution Preview

I agree a job analysis is a worthwhile procedure to better understand the positions and duties of a company. It has been used widely by many organizations, including the government, to effectively determine "detailed knowledge about the scope, responsibilities, and tasks for a particular job" (Moseley, Dessinger, 2009). As a new vice president, having an accurate job analysis available would ...

Solution Summary

This short solution responds to a posting regarding HR effectiveness and job analysis, as well as HR's responsibilities and employee responsibilities. APA formatted reference included.

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Human Resources: Viewing All Components of Staffing

1. Why is it important for the organization to view all components of staffing (recruitment, selection, and employment) from the perspective of the job applicant?

2. Are some of the 13 strategic staffing decisions more important than others? If so, which ones? Why?

3. What guidelines would you recommend for deciding whether statistical differences between men and women, or nonminorities and minorities, reflects discrimination occurring throughout an organization's staffing system?

4. What types of staffing activities (recruitment, selection, and employment) might cause the statistical differences? For example, the selection rate for men is 50% and for women is 11%. How would the organization collect the data necessary to compute the selection rates, how would you decide if the difference in selection rates (50% versus 11%) is big enough to indicate possible discrimination, and what sorts of practices might cause the difference in selection rates?

5. How should task statements be written, and what sorts of problems might you encounter in asking a job incumbent to write these statements?

6. What are the advantages and disadvantages of using multiple methods of job analysis for a particular job? Multiple sources?

7. Why do you think HR professionals were not able to very accurately predict the importance of many rewards to employees? What are the implications for creating the EVP?

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