Stuck with a difficult assignment? No time to get your paper done? Feeling confused? If you’re looking for reliable and timely help for assignments, you’ve come to the right place. We promise 100% original, plagiarism-free papers custom-written for you. Yes, we write every assignment from scratch and it’s solely custom-made for you.
Order a Similar Paper Order a Different Paper
PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks
Please demonstrate critical thinking abilities. No fewer than 100 words for post.
For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.
2. Job analysis has been considered the cornerstone of human resources management. Precisely how does it support managers making pay decisions? What is the critical advantage of quantitative approaches over conventional approaches to job analysis? What would you say to managers who argue that the job analysis process is a waste of time?
Job analysis is a process of the managers collecting information that can help them identify the similarities and differences in the workplace. It better identifies the skills and experiences needed to perform different jobs. When these managers find a person to fill the job they have a written set of job descriptions, job evaluations and job structures. It identifies the required skills and experience for hiring purposes and performance evaluation standards. Quantitative methods facilitate statistical analysis of results and allow more data to be collected faster. The critical advantage of quantitative methods is that it is practical and cost effective (Milkovich & Newman & Gerhart, 2014). Additional outcomes of a job analysis include making employee recruiting and hiring plans, position postings and advertisements, and performance development planning within your performance management system. The job analysis is a handy tool that you can use to populate any of these processes for employment success (Heathfield, 2017).
I do not believe job analysis to be a waste of time. An organization’s success depends on its employees’ performance. Ideally, each job should interrelate to optimize achievement of the organization’s mission, goals and objectives. Each employee’s understanding of his or her role influences the return on investment (ROI). As a result, many HR leaders see job analysis as a pivotal aspect of effective human resource practice. Job analysis helps in the development of a fair pay structure, which is well accepted and understood the organizational employees. Job analysis determines the level of compensation which is needed to motivate and retain the employee to a particular job position. It assists managers with defending their pay decisions when challenged by their employees.
Heathfield, S. M. (2017, February 1). Why Is Job Analysis So Important? Retrieved June 14, 2017, from https://www.thebalance.com/job-analysis-1918555Lin… to an external site.
Milkovich, G., Newman, J., & Gerhart, B. (2014). Compensation (11th ed.) New York: McGraw-Hill/Irwin
Performing Job Analysis. (2017, February 8). Retrieved June 14, 2017, from https://www.shrm.org/resourcesandtools/tools-and-s…