西亞斯美方課人力HR課后習(xí)題Ch4T17VG

1、Group 17Name: Alida, Jin Name: Poppy, Lei Name: Trista, ZhangName: Trista, Shang Name: Eillen, Wang Name: May, WangName: Vera, ZhouDiscussi on Questi ons:1. What items are typically included in the job description?An swer:a) Job summary: Job summary refers to a short paragraph of the more importa nt

2、 fun cti ons, and also resp on sibilities of a job. I n short, a jobdescripti on provides all the n ecessary in formati on about job applica nt.b) Job title and salary: To provide a specific title for the job and a clearsalary and hourly payments for the position.'s moreahtaipplica ntc) Ben efit

3、s: To write in formati on about the health ben efits or in sura neeoffered through the compa ny. Whatshould be listi ng some additi onal work ben efits.d) Special skills: These essential skills such as professional skills,com muni cati on skills, customers service skills and bus in ess skills.Trough

4、 knowing special skills, employers can find the most qualifies pers on for the job easily.e) Qualifications: That the skill of job is necessary to get a good job for an applica nt. A job applica nt should be show educatio n, workexperie nee, physical requireme nts and so on.2. What is job an alysis?

5、 How can you make use of the in formati on it provides?An swer:a) Job analysis refers to use a number of structured techniques to study the work of an orga ni zati on. Furthermore, job an alysis orga ni zesin formati on about positi ons, such as releva nt tasks, kno wledge skills, abilities, and oth

6、er attributes.b) As far as I ' m concerneda wese the information it provides to write job descripti ons and job specificati ons. At the same time, if we were an employer, it is very important to us. Because we could use job an alysis to recruitme nt and selecti on employees, compe nsati on, appr

7、aise employee perfosmanee, and training staffs. Also, it helps us obey EEO Complia nee whe n a compa ny sig ns a con tract with employees.3. We discussed several methods for collect ing job an alysisdata questi onn aires, the positi on an alysis questi onn aire, and so on. Compare and contrast these

8、 methods, explaining what each is useful for and listi ng the pros and cons of each.An swer:First of all, as we all know, in terviews are the most widely used method of collect ing in formati on for job an alysis. The leaders prefer to com muni cate face to face, thus they can gai n the feedback qui

9、ckly. Ofcourse, sometimes immediate supervisor can' t give manager completein formati on. Secon dly, observati on is useful for jobs that con sist mai nly of physical activity that is clearly observable. However, observati on is un suited whe n the job un dertake lots of men tal activities. Thir

10、dly, questi onn aires are a quick and efficie nt way of obta ining in formatio n from a large nu mber of employees; however, developme nt cost can be high. Fourthly, participa nt diary logs can provide a comprehe nsive picture of a job, especially whe n suppleme nted with in terviews, however, many

11、employees do not resp ond well to the request to record all their daily activities. At last, qua ntitative job an alysis tech niq ues, such as positi on an alysis questio nn aire(PAQ), departme nt of labor( DOL), fun cti onal job analysis, are more appropriate when the aim is to assign a quantitativ

12、e value to each job, but qua ntitative job an alysis tech niq ues has weak ness, too. For in sta nee, appl ying this method will more cumbersome.4. Describe the types of information typically found in a job specification.An swer:It should include a list of the human traits and experience needed to p

13、erform the job. These might in clude educati on, skills, behaviors, pers on ality traits, work experie nce, sen sory skills, etc. Moreover, as we all know, untrained people must show qualities, such as physical traits, personal interest or sensory skills so that prove his or her potential for perfor

14、m the job.5. Expla in how you would con duct a job an alysis.An swer:There are six major steps in a well-con ducted job an alysis:a) Identify the job and review the existing company document. In fact, these data will give you base in formati on.b) Collecting background information such as organizati

15、on charts, process charts, and job descripti ons.c) We should choose representative positions to be analyzed. That is to say, we n eed not an alyze each positi on.d) Collecting job analysis information and analyze the job. In this step, we could use one or many job an alysis methods, such asquesti o

16、nn aires, in terviews, observati on.e) Review and modify the information with the participants. Through this step, we can determine that this information is right and complete.f) Maintain and update job descriptio ns and job specificati ons.6. Do you think companies can really do without detailed jo

17、b description? Why or why n ot?An swer:a) In my opinions, I do not think companies can really do without detailed job descripti on.b) At first, job descriptions help employees understand the tasks, so they can prioritize their work based on which duties are more critical than others .In additi on, a

18、 man ager can compare an employee's performa nee with the job descripti on's sta ndards and suggest specific tasks the employee can perform better. Also, Man agers also can use job descripti ons to determ ine the areas they should focus on whe n training employees. More importantly, using jo

19、b descriptions will help an organization better understand the experience and skill about employees. They help compa ny in the hiri ng, evaluati on and pote ntially term in ati ng of employees. All in all, job descripti on can help both sides (employees and employers) share a com mon un dersta nding

20、.7. I n a compa ny with only 25 employees, is there less n eed for job descriptio n? Why or why not?An swer:a) From my point of view, a company with only 25 employees needs job descripti ons so that every one is clear on what their duties,responsibilities, and authority are, and what they are not.b)

21、 Job description is really important because it covers details othe day to day duties expected from each employee. In writ ing job descriptions for each position, it should cover such areas as skills, tasks, functions and general responsibilities to be carried out byemployees of that departme nt. A

22、job descripti on is prepared to expla in to employees what their duties and tasks are in the workplace. It also tells an employee where and whe n his duty ends and whe n the duty of ano ther employee starts in order to avoid con flict and employee job duty related grievances. It must be made clear t

23、hat writing the best job descripti ons are inten ded for the welfare of those employees work ing for a certai n compa ny, and for those huma n resources staff who compile and prepare these docume nts.Application caseSummary: The case tells peoples that Optima Air Filter Company suffered the tropical

24、 storm Wilma, so that many staffs' home were destroyed, which resulted in this company need to recruit some new employees. However, whe n requiri ng older employee describe their own job responsibility for new staffs, while the older workers didn ' known what their specific responsibility. T

25、hose things lead to customer order could n'tdispose in time.Questions:1. Should Phil and Linda ignore the old- timers ' protests and write up the job descriptions as they see fit? Why? Why not? How would you go about resol ving the differe nces?An swer:a) No, Phil and Linda should never igno

26、re the oldtimers ' protest.b) Because ignoring them may result to bad thing among the workers and they ' II fwsOrse leading to lower productivity. Since they know the n ature and requireme nt of the job very well, they must be asked about the in formati on of the job before writ ing a job de

27、scripti onc) I believe the company and old-timers should solve this problem by using a questionnaire.That would have lead to lesser confusion and misunderstand.Phil and Linda should listen to the old-timers' ideas and feedback, and old-timers also com muni cate with Phil and Linda for their job.

28、2. How would you have con ducted the job an alysis? What should Phil do now?An swer:a) Because they only have 10 of the old-timers, I th ink we can use the in terview to collected in formati on.b) Phil and Maybelli ne should in terview in a separate, an dmust allow them to fully un dersta nd the rea

29、s ons for the in terview and in as much as detail that they describe the work, such information will be more realistic.Continuing case Summary:In this case, Jennifer found many employees who don't known their specific responsibility, which make their company s performanee lower.Thus, Jennifer de

30、cided to redact job descripti ons for her store man agers.Besides, the store manager has responsibility to direct all of worker actions, and set some objective for their employees. In addition, in order to accomplish all of those aim, Jennifer listed many kinds of responsibility for her store manage

31、r. Those bring a lot of problems for Jennifer.Questions:1. What should be the format and final form of the store manager's job description?Answer:a) I think in figure 4-7 on the textbook should be the format and final form of the store manager's job description.b) In my opinions, this lists

32、the standards the employee is expected to achieve under each of the jobdescription m'asin duties and responsibilities, and would address the problem of employees not understanding company policies, procedures, and expectations. In addition, students may recommend that Jennifer instead take a com

33、petency-based approach which describes the job of the measurable, observable, behavioral competencies that an employee doing that job must exhibit.2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate?Answer: They do not need to b

34、e kept separately, it is specified standards and procedures to reflect the job descriptio n, because they hope to the employees can achieve their resp on sibilities and obligati ons for their job. And they must be abidi ng by compa ny procedures and sta ndards are also very important. As some applic

35、ants need to meet in the company's performa nee. It depe nds on what type of work and in clude these sta ndards3. How should Jennifer go about collecting the information required forthe sta ndards, procedures, and job descripti on?An swer:First, Jennifer should be collecting some information for the work activities, sec ond, through the procedures and job an alysis for the job the n list the sta ndards, of course, the employees c'rforget the procedures of the compa ny. I thi nk she can use on