西亚斯美方课人力HR课后习题Ch4T17VG.docx
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西亚斯美方课人力HR课后习题Ch4T17VG.docx
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西亚斯美方课人力HR课后习题Ch4T17VG
Group17
Name:
Alida,JinName:
Poppy,LeiName:
Trista,Zhang
Name:
Trista,ShangName:
Eillen,WangName:
May,Wang
Name:
Vera,Zhou
DiscussionQuestions:
1.Whatitemsaretypicallyincludedinthejobdescription?
Answer:
a)Jobsummary:
Jobsummaryreferstoashortparagraphofthemoreimportantfunctions,andalsoresponsibilitiesofajob.Inshort,ajobdescriptionprovidesallthenecessaryinformationaboutjobapplicant.
b)Jobtitleandsalary:
Toprovideaspecifictitleforthejobandaclearsalaryandhourlypaymentsfortheposition.
c)Benefits:
Towriteinformationaboutthehealthbenefitsorinsuranceofferedthroughthecompany.What’smore,Ithinkanapplicantshouldbelistingsomeadditionalworkbenefits.
d)Specialskills:
Theseessentialskillssuchasprofessionalskills,communicationskills,customersserviceskillsandbusinessskills.Troughknowingspecialskills,employerscanfindthemostqualifiespersonforthejobeasily.
e)Qualifications:
Thattheskillofjobisnecessarytogetagoodjobforanapplicant.Ajobapplicantshouldbeshoweducation,workexperience,physicalrequirementsandsoon.
2.Whatisjobanalysis?
Howcanyoumakeuseoftheinformationitprovides?
Answer:
a)Jobanalysisreferstouseanumberofstructuredtechniquestostudytheworkofanorganization.Furthermore,jobanalysisorganizesinformationaboutpositions,suchasrelevanttasks,knowledgeskills,abilities,andotherattributes.
b)AsfarasI’mconcerned,wecanusetheinformationitprovidestowritejobdescriptionsandjobspecifications.Atthesametime,ifwewereanemployer,itisveryimportanttous.Becausewecouldusejobanalysistorecruitmentandselectionemployees,compensation,appraiseemployee’sperformance,andtrainingstaffs.Also,ithelpsusobeyEEOCompliancewhenacompanysignsacontractwithemployees.
3.Wediscussedseveralmethodsforcollectingjobanalysisdata—questionnaires,thepositionanalysisquestionnaire,andsoon.Compareandcontrastthesemethods,explainingwhateachisusefulforandlistingtheprosandconsofeach.
Answer:
Firstofall,asweallknow,interviewsarethemostwidelyusedmethodofcollectinginformationforjobanalysis.Theleadersprefertocommunicatefacetoface,thustheycangainthefeedbackquickly.Ofcourse,sometimesimmediatesupervisorcan’tgivemanagercompleteinformation.Secondly,observationisusefulforjobsthatconsistmainlyofphysicalactivitythatisclearlyobservable.However,observationisunsuitedwhenthejobundertakelotsofmentalactivities.Thirdly,questionnairesareaquickandefficientwayofobtaininginformationfromalargenumberofemployees;however,developmentcostcanbehigh.Fourthly,participantdiarylogscanprovideacomprehensivepictureofajob,especiallywhensupplementedwithinterviews,however,manyemployeesdonotrespondwelltotherequesttorecordalltheirdailyactivities.Atlast,quantitativejobanalysistechniques,suchaspositionanalysisquestionnaire(PAQ),departmentoflabor((DOL),functionaljobanalysis,aremoreappropriatewhentheaimistoassignaquantitativevaluetoeachjob,butquantitativejobanalysistechniqueshasweakness,too.Forinstance,applyingthismethodwillmorecumbersome.
4.Describethetypesofinformationtypicallyfoundinajobspecification.
Answer:
Itshouldincludealistofthehumantraitsandexperienceneededtoperformthejob.Thesemightincludeeducation,skills,behaviors,personalitytraits,workexperience,sensoryskills,etc.Moreover,asweallknow,untrainedpeoplemustshowqualities,suchasphysicaltraits,personalinterestorsensoryskillssothatprovehisorherpotentialforperformthejob.
5.Explainhowyouwouldconductajobanalysis.
Answer:
Therearesixmajorstepsinawell-conductedjobanalysis:
a)Identifythejobandreviewtheexistingcompanydocument.Infact,thesedatawillgiveyoubaseinformation.
b)Collectingbackgroundinformationsuchasorganizationcharts,processcharts,andjobdescriptions.
c)Weshouldchooserepresentativepositionstobeanalyzed.Thatistosay,weneednotanalyzeeachposition.
d)Collectingjobanalysisinformationandanalyzethejob.Inthisstep,wecoulduseoneormanyjobanalysismethods,suchasquestionnaires,interviews,observation.
e)Reviewandmodifytheinformationwiththeparticipants.Throughthisstep,wecandeterminethatthisinformationisrightandcomplete.
f)Maintainandupdatejobdescriptionsandjobspecifications.
6.Doyouthinkcompaniescanreallydowithoutdetailedjobdescription?
Whyorwhynot?
Answer:
a)Inmyopinions,Idonotthinkcompaniescanreallydowithoutdetailedjobdescription.
b)Atfirst,jobdescriptionshelpemployeesunderstandthetasks,sotheycanprioritizetheirworkbasedonwhichdutiesaremorecriticalthanothers.Inaddition,amanagercancompareanemployee'sperformancewiththejobdescription'sstandardsandsuggestspecifictaskstheemployeecanperformbetter.Also,Managersalsocanusejobdescriptionstodeterminetheareastheyshouldfocusonwhentrainingemployees.Moreimportantly,usingjobdescriptionswillhelpanorganizationbetterunderstandtheexperienceandskillaboutemployees.Theyhelpcompanyinthehiring,evaluationandpotentiallyterminatingofemployees.Allinall,jobdescriptioncanhelpbothsides(employeesandemployers)shareacommonunderstanding.
7.Inacompanywithonly25employees,istherelessneedforjobdescription?
Whyorwhynot?
Answer:
a)Frommypointofview,acompanywithonly25employeesneedsjobdescriptionssothateveryoneisclearonwhattheirduties,responsibilities,andauthorityare,andwhattheyarenot.
b)Jobdescriptionisreallyimportantbecauseitcoversdetailsofthedaytodaydutiesexpectedfromeachemployee.Inwritingjobdescriptionsforeachposition,itshouldcoversuchareasasskills,tasks,functionsandgeneralresponsibilitiestobecarriedoutbyemployeesofthatdepartment.Ajobdescriptionispreparedtoexplaintoemployeeswhattheirdutiesandtasksareintheworkplace.Italsotellsanemployeewhereandwhenhisdutyendsandwhenthedutyofanotheremployeestartsinordertoavoidconflictandemployeejobdutyrelatedgrievances.Itmustbemadeclearthatwritingthebestjobdescriptionsareintendedforthewelfareofthoseemployeesworkingforacertaincompany,andforthosehumanresourcesstaffwhocompileandpreparethesedocuments.
Applicationcase
Summary:
ThecasetellspeoplesthatOptimaAirFilterCompanysufferedthetropicalstormWilma,sothatmanystaffs’homeweredestroyed,whichresultedinthiscompanyneedtorecruitsomenewemployees.However,whenrequiringolderemployeedescribetheirownjobresponsibilityfornewstaffs,whiletheolderworkersdidn’tknownwhattheirspecificresponsibility.Thosethingsleadtocustomerordercouldn’tdisposeintime.
Questions:
1.ShouldPhilandLindaignoretheold-timers’protestsandwriteupthejobdescriptionsastheyseefit?
Why?
Whynot?
Howwouldyougoaboutresolvingthedifferences?
Answer:
a)No,PhilandLindashouldneverignoretheold-timers’protest.
b)Becauseignoringthemmayresulttobadthingamongtheworkersandthey’llfeelworseleadingtolowerproductivity.Sincetheyknowthenatureandrequirementofthejobvery well,theymustbeaskedabouttheinformationofthejobbeforewritingajobdescription
c)Ibelievethecompanyandold-timersshouldsolvethisproblembyusingaquestionnaire.Thatwouldhaveleadtolesserconfusionandmisunderstand.PhilandLindashouldlistentotheold-timers’ideasandfeedback,andold-timersalsocommunicatewithPhilandLindafortheirjob.
2.Howwouldyouhaveconductedthejobanalysis?
WhatshouldPhildonow?
Answer:
a)Becausetheyonlyhave10oftheold-timers,Ithinkwecanusetheinterviewtocollectedinformation.
b)PhilandMaybellineshouldinterviewinaseparate,andmustallowthemtofullyunderstandthereasonsfortheinterviewandinasmuchasdetailthattheydescribethework,suchinformationwillbemorerealistic.
Continuingcase.
Summary:
Inthiscase,Jenniferfoundmanyemployeeswhodon’tknowntheirspecificresponsibility,whichmaketheircompany’sperformancelower.Thus,Jenniferdecidedtoredactjobdescriptionsforherstoremanagers.Besides,thestoremanagerhasresponsibilitytodirectallofworkeractions,andsetsomeobjectivefortheiremployees.Inaddition,inordertoaccomplishallofthoseaim,Jenniferlistedmanykindsofresponsibilityforherstoremanager.ThosebringalotofproblemsforJennifer.
Questions:
1.Whatshouldbetheformatandfinalformofthestoremanager'sjobdescription?
Answer:
a)Ithinkinfigure4-7onthetextbookshouldbetheformatandfinalformofthestoremanager’sjobdescription.
b)Inmyopinions,thisliststhestandardstheemployeeisexpectedtoachieveundereachofthejobdescription’smaindutiesandresponsibilities,andwouldaddresstheproblemofemployeesnotunderstandingcompanypolicies,procedures,andexpectations.Inaddition,studentsmayrecommendthatJenniferinsteadtakeacompetency-basedapproachwhichdescribesthejobofthemeasurable,observable,behavioralcompetenciesthatanemployeedoingthatjobmustexhibit.
2.Isitpracticaltospecifystandardsandproceduresinthebodyofthejobdescription,orshouldthesebekeptseparate?
Answer:
Theydonotneedtobekeptseparately,itisspecifiedstandardsandprocedurestoreflectthejobdescription,becausetheyhopetotheemployeescanachievetheirresponsibilitiesandobligationsfortheirjob.Andth
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