Explore BrainMass

Purpose of a Job Analysis: Interview vs. Application Form

This content was STOLEN from BrainMass.com - View the original, and get the already-completed solution here!

How can a job analysis contribute to career development? Which type of job analysis is most useful in this respect? Why?

What are some advantages and disadvantages of using an interview rather than an application form to screen prospective employees?

© BrainMass Inc. brainmass.com October 16, 2018, 11:48 pm ad1c9bdddf

Solution Preview

The purpose of a job analysis is to determine how related the components of a job are (e.g. training, compensation, job qualifications, etc...), providing both a description and specification of the job. In order to do this, data may be collected through interviews or questionnaires/job applications. Therefore, a job analysis contributes to career development in many ways, such as:

A. Calculating compensation-By evaluation the responsibilities of each position (the amount of responsibility commensurate with how much the position is worth), the skill levels (the more experience the person is, the more she gets paid for bringing her input/experience to the table) and educational levels (more education means better ability to move up the ...

Solution Summary

This paper describes how a job analysis can contribute to career development. It also addresses the advantages and disadvantages of using an interview rather than an application form to screen prospective employees.

Similar Posting

HRIS Application

You are an HR Consultant who was hired to provide some recommendations to an office on how to automate their HR functions. There are several issues facing this HR office for which you will provide technology recommendations. Based on the scenario provided in this assignment titled "Business Background," you will be providing some recommendations.

Assignment Criteria

You have been given some background for your customer. From this information, you will provide the following recommendation to you client.

1. Analysis: After reviewing the scenario below, how might you analyze the current situation and how would you share your analysis with this customer? Validate this analysis with theory (be sure to cite that is not your own thoughts or words) and practical application reasoning (critical thinking).
2. Recommendation: What technology solution(s) would you make for the current issues facing this HR office? What are some further advantages to technology and HR automation that you would recommend to this business and substantiate? What recommendations, through technology, would you give to this HR office to help them become more proactive business partners? Validate with theory, be sure to cite.

Business Background

The business is a manufacturing warehouse HR office providing products to a customer base of approximately 300 companies. Products include materials for construction contractors. There are approximately 1,200 employees in several offices around the state ranging from office workers, to warehouse crews, to supervisors, to managers. The main office is in a more rural area and has no HRIS system currently in use. They have been benchmarking against other HR offices and found that there are a variety of technologies that might help them manage the employee staff. The HR office currently has 13 HR staff: 1 director, 1 assistant director, 1 secretary, 2 receptionists, 3 specialists (benefits, compensation, recruitment), 3 recruiters/analysts, 1 labor relations officer, and 1 ADA compliance officer.

Right now, a big issue facing the business is growth at a rate of approximately 12% annually. This results in adding additional staff to handle this product increase. This typically is a lot of paperwork in hiring pushes for this HR office, which creates a lot of delays in processing new hires because of the manual processes. HR is typically reactive to internal customer requests vs. proactive, sometimes having teams wait 6 months to fill a vacant position. Many candidate applications are "lost" and the volume of people applying sometimes for the entry positions creates office coverage issues. Recruiters barely have time to look for these "lost" applications and review hundreds of others. Testing is required for all candidates (written). Again, these are manual processes. Sometimes people are offered jobs they didn't even apply for.

There is an automated accounting program that pays employees, which is managed by the financial department. HR enters new employees into this accounting database, through an HR Access database, into an excel report, and into the payroll system. The benefits are done only at the orientation meetings every two weeks. When employees/new hires have questions, it can take up to a week for the Benefits Specialist to respond due to all the questions, changes, and new hires.

View Full Posting Details