ORG 535 Wk 2 – Practice: Filling Jobs

Job Analysis Methods

This activity is important because there are various methods for analyzing jobs. Two methods of job analysis discussed in this section are the position analysis questionnaire (PAQ) and the Occupational Information Network (O*NET). There is no “one best way” to analyze all jobs. Managers may not have the time to use these techniques exactly as they are intended for use. However, these methods are still useful because they provide a solid foundation for thinking about different approaches to job analysis.

The goal of this activity is to be able to perform a job analysis. Job analysis is an important tool for almost every human resource management program. Work redesigning, human resource planning, selection, training, performance appraisals, career planning, and job evaluations are all functions of human resources that require information from job analysis. Information from a job analysis can also be useful for individuals in the job market. Such individuals can get a realistic job preview for jobs they are considering.

In this exercise, please read the mini-case and answer the questions that follow.

Megan McCoy has a Bachelor’s degree in business management and human resources. She has 5 years of HR experience as an HR assistant with her current employer. Megan thinks that with her education and experience, she is qualified for the position of HR manager. After observing her own boss, she feels confident that she could do that job. However, Megan knows that she does not see everything that her boss does, and may not be aware of all the tasks, duties, and responsibilities (TDRs) of the job, and the knowledge, skills, abilities, and other characteristics (KSAOs) necessary to do the job. To get more information about the occupation of an HR Manager, Megan did some research using the Occupational Information Network (O*NET).

The general function of the job of Human Resource Manager is to

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Multiple Choice

CHRO Conversation: Heidi Capozzi, Boeing

The culture of a company can impact how workers perform. It can also determine whether employees grow and develop in their skill sets. This activity is important because you need to have insight into how HR can monitor and change cultural elements to attract and then encourage employees to develop professionally.

The goal of this activity is to help you understand the factors that can be evaluated and considered by HR departments to optimize the cultural elements of a company. These elements impact a broad sector of employee concerns from hiring practices, to organizational structure, to motivation to improve personal skill sets.