You guys are awesome!
DB
Sunday, February 22, 2009
What is the Importance of Job Analysis to the Selection Process?
Job analyis is important because it begins the process of dissecting a position(job) into elements that can be defined and measured. Job analysis includes the development of a job description which will accurately show the purpose of the job, the essential functions/job duties, and what knowledge, skills and abilities (KSAs) will be required for the job. It also lists who the position reports to and defines the job into a salaried or hourly category. Having a job description is essential to the selection process because only candidates who have the skills and abilities that most closely match the description will be considered for the job. In a sense it is the best way to select a candidate. Without the job analysis process, a manager would have a difficult time establishing what the employee's job duties would be and, furthermore, how to measure the success of the individual in those job duties. The risk would be great for hiring the wrong person if you did not define the necessary skill sets. This would, undoubtedly lead to terminations and high turnover. An effective organization cannot be successful without a proper job analysis being performed for all positions.
Importance of Job Analysis to the Selection Process
Job analysis is considered the crutch of HR. It is the process of studying jobs. Gathering, analysing, synthesizing, and then reporting on one thing is part of the process. There is no set process to be followed but there are some key issues:
- Purpose- the purpose of job analysis should be clearly identified and agreed upon. Since the process is designed to yield job information the organization should ask specific reasons why?
- Scope- the issue of the scope is to include which jobs to include in the job analysis process. It should be based on 5 different scopes. 1- the importance of the job to the organization 2- the number of job applicants 3- whether it is an entry level position 4- the frequency with job requirements 5 the amount of time that has passed since the last job analysis,
- Internal Staff or Consultant- the organization may use its own staff or external consultants for job analysis.
- Organization and Coordination- any job analysis project whether it is conducted internally or with externally, requires careful organization and coordination.
- Communication -keep clear and open communication with everyone in the the job analysis process.
- Analysis, Synthesis, and Documentation- once all the information is collected it must be analyzed and synthesized through different procedures and statistics.
- Maintenance of the System- it does not end with the completion of the project. The mechanics of the process will be put into place and maintained over time.
- Example of Job Analysis Process- due to the fact that there is no best way to the process we must design our own job analysis process to fit our own situation.
Job analysis is important because it gives us a clear description of what we are looking for in the selection process. Its what we want or desire for our company.
The importance of job analysis to the selection process
To understand the importance of job analysis to the selection process, you need to understand what job analysis is. Job analysis is a process used to identify and determine detailed job duties and requirements and the importance of these duties for a specific job. The important concept of the analysis is that it is conducted on the job not the individual person. It is a collection of information of the duties and tasks, the environment of the job, the tools and equipment used, relationships such as supervision given and recieved and the requirements such as knowledge, skills and abilities (KSA's) and the competencies required to perform the job.
The importance of job analysis to the selection process is that it can be used to identify or develop several things such as:
-Job duties that should be included in the posting of vacant positions whether advertised internally or externally.
-Apprpriate salary levels for the positions to assist in determining what salary to offer a candidate.
-Minimum requirements (education and/or experience) for screening applicants.
-Important interview questions to determine the ability to handle the environment, tools and relationships of the job
-Selection tests that would be appropriate and valid ( written tests, oral tests and job simulations).
-Applicant appraisals to confirm if the candidate has the appropriate KSA's and competencies for the job.
-Orientation materials neccesary for applicants/new hires.
In the selection process it is important to understand what a specific job entails to ensure that it is being filled by a candidate that is qualified to meet all the criteria to promote productivity and success to the company.
The importance of job analysis to the selection process is that it can be used to identify or develop several things such as:
-Job duties that should be included in the posting of vacant positions whether advertised internally or externally.
-Apprpriate salary levels for the positions to assist in determining what salary to offer a candidate.
-Minimum requirements (education and/or experience) for screening applicants.
-Important interview questions to determine the ability to handle the environment, tools and relationships of the job
-Selection tests that would be appropriate and valid ( written tests, oral tests and job simulations).
-Applicant appraisals to confirm if the candidate has the appropriate KSA's and competencies for the job.
-Orientation materials neccesary for applicants/new hires.
In the selection process it is important to understand what a specific job entails to ensure that it is being filled by a candidate that is qualified to meet all the criteria to promote productivity and success to the company.
Saturday, February 21, 2009
What is the importance of Job Analysis to the Selection Process?
Job Analysis is the foundation of Human Resources. A company must have complete knowledge of what a particular job entails in order to build a job description.
To conduct a job analysis, you will need to do the following:
-Make a task statement
-Task Dimensions
-Determine the importance of the task (essential functions)
-Determine what KSAO's are needed to perform the job
-Job content (job relations to other jobs)
The task statement describes the behaviors or work activities that an employee engages in while performing the job.
-Start with an action verb
-What the employee does
-What is being produced? What is the expected output?
-What materials, tools, procedures or other is to be used in order form the employee to focus on
their tasks?
Task Dimensions are optional but may provide important information.
-Characteristics
-Too many dimensions (if so, the employee might be working too hard)
-Groupings should make sense
Decisions:
- Determining the importance of statements
-What is the time spent doing the tasks that make up the job
-To be able to use information in disability or return to work situations.
KSAO's in order to perform the job:
-Oral communication
-Spread sheets
-Computer Skills
-Knowledge of office equipment
-Knowledge of employment law and recruitment practices (HR Generalist)
-Managers should have KSAO knowledge of his/her employee
Organization Chart
-Who reports to who?
An employee's KSAO's contribute to the individual's success and the employee's competency contributes to the company's success.
All in all, in order for a company to experience employee and company success, they must perform a job analysis so that they have the knowledge needed to hire correctly ensuring that the company will then be able to maintain a proper workforce.
D.Bille
Job Analysis is the foundation of Human Resources. A company must have complete knowledge of what a particular job entails in order to build a job description.
To conduct a job analysis, you will need to do the following:
-Make a task statement
-Task Dimensions
-Determine the importance of the task (essential functions)
-Determine what KSAO's are needed to perform the job
-Job content (job relations to other jobs)
The task statement describes the behaviors or work activities that an employee engages in while performing the job.
-Start with an action verb
-What the employee does
-What is being produced? What is the expected output?
-What materials, tools, procedures or other is to be used in order form the employee to focus on
their tasks?
Task Dimensions are optional but may provide important information.
-Characteristics
-Too many dimensions (if so, the employee might be working too hard)
-Groupings should make sense
Decisions:
- Determining the importance of statements
-What is the time spent doing the tasks that make up the job
-To be able to use information in disability or return to work situations.
KSAO's in order to perform the job:
-Oral communication
-Spread sheets
-Computer Skills
-Knowledge of office equipment
-Knowledge of employment law and recruitment practices (HR Generalist)
-Managers should have KSAO knowledge of his/her employee
Organization Chart
-Who reports to who?
An employee's KSAO's contribute to the individual's success and the employee's competency contributes to the company's success.
All in all, in order for a company to experience employee and company success, they must perform a job analysis so that they have the knowledge needed to hire correctly ensuring that the company will then be able to maintain a proper workforce.
D.Bille
Sunday, February 15, 2009
4 Concepts of Independent Contracting
What is the difference between independent contracting and employees? To find out the answer about their differences you should look at the type of their relationships. You must ask some important questions and here are only a few that I am going to mention.
6. Is there an ongoing relationship with the worker? if you answer yes it is considered that you are or will be an employee. An independent contractor will most likely not have an ongoing relationship with you. Yes you might keep hiring them for their particular area of expertise but they are not an employee. Whereas an employee will be committed to you day in and day out so long as they continue to be employed by you.
7. Does the business set the work hours or a schedule? Again if the answer is yes than you area an employee. Usually an independent contractor will set their own schedule or time when they will report to the job site. They fit you into their schedule, not you fit your self into theirs.
8. Does the worker work there full time? Again if the answer is yes you are an employee not an independent contractor. an independent contractor will work until the job that they were hired to do is completed and then move on to another. An employee will go to work day in and day out.
13. Does the business have the right to fire the worker at will? If the answer is yes than you are an employee. The independent contractor works for the particular job. If the employee does something that the employer does not agree with than you are fired. The independent contractor has an agreement with you. If you don't like their work well then I guess you can let them go but its not the same. You don't owe them anything.
6. Is there an ongoing relationship with the worker? if you answer yes it is considered that you are or will be an employee. An independent contractor will most likely not have an ongoing relationship with you. Yes you might keep hiring them for their particular area of expertise but they are not an employee. Whereas an employee will be committed to you day in and day out so long as they continue to be employed by you.
7. Does the business set the work hours or a schedule? Again if the answer is yes than you area an employee. Usually an independent contractor will set their own schedule or time when they will report to the job site. They fit you into their schedule, not you fit your self into theirs.
8. Does the worker work there full time? Again if the answer is yes you are an employee not an independent contractor. an independent contractor will work until the job that they were hired to do is completed and then move on to another. An employee will go to work day in and day out.
13. Does the business have the right to fire the worker at will? If the answer is yes than you are an employee. The independent contractor works for the particular job. If the employee does something that the employer does not agree with than you are fired. The independent contractor has an agreement with you. If you don't like their work well then I guess you can let them go but its not the same. You don't owe them anything.
Saturday, February 14, 2009
No. 15 Does the business pay travel expenses?As an employee, the company would be responsible to either provide the employee with a travel advance or reimburse the employee for expenses incurred while traveling for business purposes. However, as an independent contract the cost of travel expenses would be built into the contracted price. It is important to pay the employee for travel expenses because it is considering work time not personal time.
No. 18 Can the worker realize a profit or loss?An employee is paid an agreed-upon wage and is paid weekly, biweekly or monthly. The wage can fluctuate based on hours worked. The independent contractor estimates and quotes his price. If the final cost is over the estimate, he is in a loss situation. If he estimates high, and the final cost is lower than the estimate he gets the profit. The company is responsible to pay the final agreed upon price.
No. 10 Is the worker required to do things in a certain way? An employee probably has some flexibility in the way they accomplish their job tasks but it must adhere to company policies and standards. An independent contractor, on the other hand, sets his own standards and follows business practices set by industry standards and codes.
4. Must the services be rendered personally by the worker? An employee would be the only one providing the services to the company. The independent contractor could hire sub-contractors to get the work done and the company would not be concerned as long as the job was done according to the written contract.
Colleen
No. 18 Can the worker realize a profit or loss?An employee is paid an agreed-upon wage and is paid weekly, biweekly or monthly. The wage can fluctuate based on hours worked. The independent contractor estimates and quotes his price. If the final cost is over the estimate, he is in a loss situation. If he estimates high, and the final cost is lower than the estimate he gets the profit. The company is responsible to pay the final agreed upon price.
No. 10 Is the worker required to do things in a certain way? An employee probably has some flexibility in the way they accomplish their job tasks but it must adhere to company policies and standards. An independent contractor, on the other hand, sets his own standards and follows business practices set by industry standards and codes.
4. Must the services be rendered personally by the worker? An employee would be the only one providing the services to the company. The independent contractor could hire sub-contractors to get the work done and the company would not be concerned as long as the job was done according to the written contract.
Colleen
Wednesday, February 11, 2009
Four Differences Regarding Independent Contractors and Employees
1) If you are an 'ee, than there is a chance that you will receive some training regarding your job duties. The Independent Contactor will not need to be trained because he/she will be hired for the expertise and knowledge that he/she already possess.
2) An 'ee that works in an office setting, would not be required to bring in the "tools" necessary to do their job. Example: computer, fax, typewriter, paper, etc..... However, an Indpendent Contractor would have to bring the tools needed to complete his/her work for the day.
3) When you are an 'ee of a company and have decided that you no longer want to work for them, you may give notice at any time (it's considerate to give proper notice) for whatever reason. However, Independent Contractors have to abide by the contract that they have signed until the job is completed.
4) Independent Contractors must have proof of insurance in order to be considered to be hired for a job. When employed by a workplace, you as an 'ee will most likely be provided with different insurance options.
DB
2) An 'ee that works in an office setting, would not be required to bring in the "tools" necessary to do their job. Example: computer, fax, typewriter, paper, etc..... However, an Indpendent Contractor would have to bring the tools needed to complete his/her work for the day.
3) When you are an 'ee of a company and have decided that you no longer want to work for them, you may give notice at any time (it's considerate to give proper notice) for whatever reason. However, Independent Contractors have to abide by the contract that they have signed until the job is completed.
4) Independent Contractors must have proof of insurance in order to be considered to be hired for a job. When employed by a workplace, you as an 'ee will most likely be provided with different insurance options.
DB
Independent Contractors VS Employees
To understand the differences between Independent Contractors and actual Employees, you should look at the different concepts that distinquish the differences and understand them.
Here are 4 concepts to look at:
1) Is the worker paid by the hour, week, or month? If the answer is YES, then the person is more likely an emplyee. Independent contractors usually bid on a job and are paid just for that particular job
2) Does the business provide training? If the answer is YES, then the person is an employee. Independent contractors do not recieve training from the company, they get it elsewhere.
3)Can the worker be terminated at will? If the answer is YES, then the person is an employee. Independent contractors sign a contract. They can only be terminated if they fail to hold to the provisions of the contract.
4)Can the worker terminate at will? If the answer is YES, then the person is an employee. An independent contractor can only terminate his/her position if the company does not hold to the provision of the contract.
An organization needs to treat employees and independent contractors differently and to understand how they are different. This is important because if you treat an independent contractor like an actual employee, they may expect to have the benefits of an actual employee and the department of labor may agree that they are an employee especially if there is a labor complaint, harassment suit or a discrimination suit. The company may be held responsible if the independent contractor is treated like an emplyee
By Susan Colbert
Here are 4 concepts to look at:
1) Is the worker paid by the hour, week, or month? If the answer is YES, then the person is more likely an emplyee. Independent contractors usually bid on a job and are paid just for that particular job
2) Does the business provide training? If the answer is YES, then the person is an employee. Independent contractors do not recieve training from the company, they get it elsewhere.
3)Can the worker be terminated at will? If the answer is YES, then the person is an employee. Independent contractors sign a contract. They can only be terminated if they fail to hold to the provisions of the contract.
4)Can the worker terminate at will? If the answer is YES, then the person is an employee. An independent contractor can only terminate his/her position if the company does not hold to the provision of the contract.
An organization needs to treat employees and independent contractors differently and to understand how they are different. This is important because if you treat an independent contractor like an actual employee, they may expect to have the benefits of an actual employee and the department of labor may agree that they are an employee especially if there is a labor complaint, harassment suit or a discrimination suit. The company may be held responsible if the independent contractor is treated like an emplyee
By Susan Colbert
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