Job Design and Identify the 5 Considerations Term Paper

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job design and identify the 5 considerations in job design, providing a brief explanation of each consideration.

Job design is defined as the analysis of workflow and processes that represents someone's position within an organization. It deals not only with the actual tasks but also the impact that the completion of these tasks will have on the employees physical and mental health. The five considerations are:

Job Simplification -- this reduces the complexity of a position and simplifies the requirements.

Job Enlargement -- this increases the requirements placed on an individual and the tasks involved.

Job Enrichment -- this empowers the employee to have a more comprehensive role by improving the planning, organizing, controlling, and evaluation functions.

Job Rotation -- this allows individuals to work in multiple positions by cross-training them with new skills.

Teams -- this concept distributes responsibilities to a team of employees as opposed to a single individual.

2. Distinguish among the 5 design characteristics identified by Hackman and Oldham. Why is an understanding of these characteristics important for managers to know?

Skill variety -- the amount of different skills that an activity requires

Task variety -- the number of different separate tasks that an employee is responsible for Task significance -- the importance of the task to the organization and other members

Autonomy -- the level of decision making that gives and employee freedom to make choices in their work

Feedback -- the information that is given to an employee to let them know how they have been performing.

All five of these factors are important to the employees and the human resources of an organization because they can empower a manager to make better decisions regarding their employees. For example, giving employees autonomy in their work can empower them to achieve higher performances or possibly be a counterproductive if the employee is not capable of the additional responsibility. However, this represents a factor that should be considered.

3. Thoroughly discuss job analysis and its relative importance in HR.

Job analysis is a systematic method for collecting all of the relevant information about a job or a position with a company. It is relevant to human resources for a variety of reasons. For example, if a HR professional has a better understanding of what the position entails then they would be more likely to find a successful candidate in the selection process. They can also understand the core functions of the position and determine what tasks and skills are required to add value to the organization.

Recruiting

1. Distinguish among labor markets, labor force population, applicant population, and applicant pool.

The labor market is the entire population of potential employees that are capable of working. The labor force population is the entire sum of all the people who could potentially be recruited while the applicant population is slightly represents the individuals they would be available to apply for a job. The applicant pool consists of people who have actually applied for the position and are being evaluated for selection.

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2. From among the 6 strategic recruiting decisions discussed in your notes, identity them explaining the nature and relevance of each decision.

Organizational-based or outsourced -- this determines whether the recruiting will be done internally or outsourced to a firm that specializes in recruiting.

Presence and image -- this is the level of advertising that an organization conducts to the labor force.

Training of recruiters -- this is the level of skill that is present in the recruiting staff.

Traditional or non-traditional staffing -- this determines the types of position that an employee can be employed for.

Diversity -- the range of people coming from different beliefs, ethnicities, and backgrounds.

Sourcing -- this determines the source of the applicant pool and can be focused on internal employees or focused on individuals who are currently outside of the organization.

3. Thoroughly discuss recruiting evaluation and metrics.

Recruiting efforts can be analyzed along a wide variety of different factors. The first consideration is simply how many people apply. Another metric is the quality of these applicants rated among considerations such as education and experience. Recruiting can also be rated in the timeframe in which the company is able to find a suitable candidate for the position and the cost that this activity imparts upon the organization. Other factors consider the ratios of the individuals selected and their success in their new positions.

Selecting

1. Discuss the relationship of job analysis to selection.

The more comprehensive the job analysis is the better the selection metrics will be. The job analysis will provide the exact requirements that the candidate will have to perform and their education, experience, and motivation can be considered in this frame.

2. Distinguish between predictor validity and reliability.

Validity is a measure of the accuracy of different job predictors and how well they can predict the success or failure of a candidate. For example, a Master's degree could be a predictor identified however it may or may not effectively predict the success of a candidate. Other examples might include the years of relevant experience. They reliability of these factors will consider how they perform over time. An employee might do a great job the first few months and then have their performance diminish thereafter.

3. Distinguish between a multiple hurdle approach and a compensatory approach in an employer's use of predictors.

The hurdle approach will set a minimum set of requirements for all potential employees such as having completed a bachelor's degree. Any candidate that does not meet this requirement will not be considered. The compensatory will consider all of the relevant predictors together. For example, if a person does not have a bachelor's degree but has many years of relevant experience then they still….....

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