MODULE TITLE: – Human Resource Management
Assignment 2
PROGRAMME: BA
Assessment Type: An individual Assignment of 2000 words (max)
———————————————————————————————————————–
Indicative Assessment Requirements for the Module;-
Task
Organizations consist of jobs that have to be staffed. Job analysis is the procedure through which you determine the duties of these positions and the characteristics of the people to hire for them (Dessler & Varkkey 2011)
Explain the importance of Job Analysis in order to select the right person to the right job at the right time and to eliminate the burden of recruiting inappropriate people as employees to an organization.
Outline of some key issues to follow:
1- What is a job analysis?
It is used for many purposes: recruitment tool (create job description), determines salary range & level in org., create job title, create employee’s goals & objectives, and used as a base for establishing a Performance Appraisal.
2- How to conduct a Job Analysis?
A – Involve employees by having them complete job analysis forms.
B – Interview employees, asking them specific questions about their job duties and responsibilities.
C – Obtain log sheets from employees with information about each of their tasks and the time spent on each task for at least one full work week.
D – Complete desk audits where you observe employees doing their jobs at different times of the day and days of the week and track what they do and for how long.
E – Interview supervisors and managers, and other employees, clients and customers the employee may interact with while performing the job.
F – Compare the job to other jobs in the department as well as the job grade or job family to show where it falls on the pay scale.
– See more at: http://www.shrm.org/templatestools/hrqa/pages/conductjobanalysis.aspx#sthash.Uz50v7LP.dpuf
3- Benefits of having a job analysis (this is the importance of a Job Analysis).
Usually there are 2 approaches (costs & benefits), chose 1.
4. Link to Job Description:
1- recruitment tool (job description) – usually, job description is the summary of the roll in short & concise writing after a HRD performed the analysis. When HRD reach out to the job market, they usually write a short advertisement message to attract candidates. Once the candidates send the CVs over, and the company sees they fit, it will send a Job Description to the candidates. If both side agree to meet, there will be the 1st round interview with HR for prescreening.
Do research on:
– What does a JD do? What does it say?
– How is it going to protect the organization? – Labor lawsuit, save time when finalising candidates (the ones meet the most on the JD will eventually be hired)
– etc.
2- Determine salary range and level in organization.
– How do you know if you’re paying more or less for this particular roll compared to the market out there?
Usually, HRD will have to buy a salary bench-mark, conducted by specialist companies to build salary brackets for each position. But by understanding deeply about the tasks, and time & effort, and the difficuty levels of them, you can quantize them and assign a $$$ for each task. From that, you can add them up, and get the desired amount. Labor is not cheap or expensive, it just have to be correctly priced so company can stay competitive in the labor market. -> Clearly helps the company have the right decisions, and avoid over pay a candidate, or underpay someone that eventually they will leave the company due to poor extrinsic motivation (salary).
– Determine Level in Organization
Usually, Chairman is level 1, CEO is level 2, COO, CFO, C… is level 3, then Regional manager level 4, Mid manager level 5…line workers level 9 or 10. With each level, certain responsibilities and power are assigned to the employee. It’s important to set them to the right report line early so they get a sense of where they are in the organization for them to make self-adjustment. Also, they will see that they will need to develop and prove themselves harder if they want to move up the ladder
– > benefits: its pretty much said in the above paragraph.
– Create a job title:
You see this clearly in banking sector. For consumer banking, if you’re a banker, they sometimes name you Bank Clerk, or Relationship Manager, or Bank Consultant, or Director of customer relation. They can call any names as they want, but their main functions are just to sell loans, insurances… These names are just level 7 or 8 in the organization.
Why bothers? because the catchy names will give the employees the better impression with clients. Customers are allergic to sales man/woman (clearly this should be the benefit!)
3- Create employee’s Goals and Objectives
– It’s clearly that this should be the main part of the Job Analysis. This is attached to the labor contract, because its the employee’s commitment to deliver once they start to work.
Benefits: help candidates clearly understand their roll and function. And if they work here, what they need to contribute? Where is the chance for them to advance in the future?
4- Performance appraisal:
– Probation Period (2 months): It’s a norm now. This is another safety barrier for companies to reconfirm their hiring decisions. If they don’t perform, they can get retired. But they out-perform their rolls, clearly the company benefits for pay low, and get high quality employees.
– Job Analysis will enable firm a bench mark to grade employee’s performance, to provide disciplinary actions or rewards. Let’s say, the sales department have 2 people, and responsible for $10 mil. GBP target. At year end, the target is met. How do you determine who to reward money to if you don’t have a job analysis in place? Or if the target isn’t met, blame both of them? or just 1? how do you do that? It clearly save time one you have a system that clearly states out the KPIs. Imagine a firm with 120 subsidiaries all over the world? if you don’t have this system, how do you determine their performance?
Benefit: – Better management control, justly awards the right employees, built trust & clearly establish a transparent environment for employees. And many other benefits, you do the research.

Description of Assessment Requirements
The ESSAY should be based on the following outline:
1. Abstract: A statement of what you were asked to review and the key aspect of what you would recommend (5Marks for 200 words)
2. Introduction: A clear and concise introduction chapter which covers the background, scope and the purpose of the assignment.
(10 Marks for 300 words)
3. Main Body:(60 marks for 1200 words)

The essay should have a brief literature review and also should critically evaluate the importance of a job analysis in order to have an efficient and effective recruitment and selection process which facilitates to attract the right candidate for the right job.

Refers to the outline and clearly state out the benefits

4. Conclusions/Recommendations: What did you find, these should be related specifically to your objectives (15 marks for 300 words)

A further 10 Marks are awarded for Structural, Construction and Referencing demonstrations.

MODULE TITLE: – Human Resource Management
Assignment 2
PROGRAMME: BA
Assessment Type: An individual Assignment of 2000 words (max)
———————————————————————————————————————–
Indicative Assessment Requirements for the Module;-
Task
Organizations consist of jobs that have to be staffed. Job analysis is the procedure through which you determine the duties of these positions and the characteristics of the people to hire for them (Dessler & Varkkey 2011)
Explain the importance of Job Analysis in order to select the right person to the right job at the right time and to eliminate the burden of recruiting inappropriate people as employees to an organization.
Outline of some key issues to follow:
1- What is a job analysis?
It is used for many purposes: recruitment tool (create job description), determines salary range & level in org., create job title, create employee’s goals & objectives, and used as a base for establishing a Performance Appraisal.
2- How to conduct a Job Analysis?
A – Involve employees by having them complete job analysis forms.
B – Interview employees, asking them specific questions about their job duties and responsibilities.
C – Obtain log sheets from employees with information about each of their tasks and the time spent on each task for at least one full work week.
D – Complete desk audits where you observe employees doing their jobs at different times of the day and days of the week and track what they do and for how long.
E – Interview supervisors and managers, and other employees, clients and customers the employee may interact with while performing the job.
F – Compare the job to other jobs in the department as well as the job grade or job family to show where it falls on the pay scale.
– See more at: http://www.shrm.org/templatestools/hrqa/pages/conductjobanalysis.aspx#sthash.Uz50v7LP.dpuf
3- Benefits of having a job analysis (this is the importance of a Job Analysis).
Usually there are 2 approaches (costs & benefits), chose 1.
4. Link to Job Description:
1- recruitment tool (job description) – usually, job description is the summary of the roll in short & concise writing after a HRD performed the analysis. When HRD reach out to the job market, they usually write a short advertisement message to attract candidates. Once the candidates send the CVs over, and the company sees they fit, it will send a Job Description to the candidates. If both side agree to meet, there will be the 1st round interview with HR for prescreening.
Do research on:
– What does a JD do? What does it say?
– How is it going to protect the organization? – Labor lawsuit, save time when finalising candidates (the ones meet the most on the JD will eventually be hired)
– etc.
2- Determine salary range and level in organization.
– How do you know if you’re paying more or less for this particular roll compared to the market out there?
Usually, HRD will have to buy a salary bench-mark, conducted by specialist companies to build salary brackets for each position. But by understanding deeply about the tasks, and time & effort, and the difficuty levels of them, you can quantize them and assign a $$$ for each task. From that, you can add them up, and get the desired amount. Labor is not cheap or expensive, it just have to be correctly priced so company can stay competitive in the labor market. -> Clearly helps the company have the right decisions, and avoid over pay a candidate, or underpay someone that eventually they will leave the company due to poor extrinsic motivation (salary).
– Determine Level in Organization
Usually, Chairman is level 1, CEO is level 2, COO, CFO, C… is level 3, then Regional manager level 4, Mid manager level 5…line workers level 9 or 10. With each level, certain responsibilities and power are assigned to the employee. It’s important to set them to the right report line early so they get a sense of where they are in the organization for them to make self-adjustment. Also, they will see that they will need to develop and prove themselves harder if they want to move up the ladder
– > benefits: its pretty much said in the above paragraph.
– Create a job title:
You see this clearly in banking sector. For consumer banking, if you’re a banker, they sometimes name you Bank Clerk, or Relationship Manager, or Bank Consultant, or Director of customer relation. They can call any names as they want, but their main functions are just to sell loans, insurances… These names are just level 7 or 8 in the organization.
Why bothers? because the catchy names will give the employees the better impression with clients. Customers are allergic to sales man/woman (clearly this should be the benefit!)
3- Create employee’s Goals and Objectives
– It’s clearly that this should be the main part of the Job Analysis. This is attached to the labor contract, because its the employee’s commitment to deliver once they start to work.
Benefits: help candidates clearly understand their roll and function. And if they work here, what they need to contribute? Where is the chance for them to advance in the future?
4- Performance appraisal:
– Probation Period (2 months): It’s a norm now. This is another safety barrier for companies to reconfirm their hiring decisions. If they don’t perform, they can get retired. But they out-perform their rolls, clearly the company benefits for pay low, and get high quality employees.
– Job Analysis will enable firm a bench mark to grade employee’s performance, to provide disciplinary actions or rewards. Let’s say, the sales department have 2 people, and responsible for $10 mil. GBP target. At year end, the target is met. How do you determine who to reward money to if you don’t have a job analysis in place? Or if the target isn’t met, blame both of them? or just 1? how do you do that? It clearly save time one you have a system that clearly states out the KPIs. Imagine a firm with 120 subsidiaries all over the world? if you don’t have this system, how do you determine their performance?
Benefit: – Better management control, justly awards the right employees, built trust & clearly establish a transparent environment for employees. And many other benefits, you do the research.

Description of Assessment Requirements
The ESSAY should be based on the following outline:
1. Abstract: A statement of what you were asked to review and the key aspect of what you would recommend (5Marks for 200 words)
2. Introduction: A clear and concise introduction chapter which covers the background, scope and the purpose of the assignment.
(10 Marks for 300 words)
3. Main Body:(60 marks for 1200 words)

The essay should have a brief literature review and also should critically evaluate the importance of a job analysis in order to have an efficient and effective recruitment and selection process which facilitates to attract the right candidate for the right job.

Refers to the outline and clearly state out the benefits

4. Conclusions/Recommendations: What did you find, these should be related specifically to your objectives (15 marks for 300 words)

A further 10 Marks are awarded for Structural, Construction and Referencing demonstrations.