Question

Part 1: Define staffing and explain why job analysis (JA) is critical to the staffing function. This should be a very thorough, detailed, and well-developed response. There should be at least 5 examples that provide a clear link with JA (2-3 sentences each).

Part 2: Draw/reproduce the “Role of JA in HR Selection Model.”

Part 3: List and explain each part of the model along with a short definition (i.e., write a 1-3 sentence definition/explanation of the concept), listing its components and providing two examples for each part (e.g., list JA, define it and list its components along with two JA methods). Make sure you explain in detail (1-3 sentences) all relevant linkages in the model. Finally, what role does reliability and validity play in the model (1-3 sentences)?

Notes: *All comments must be clear and demonstrate a solid understanding of the concept. * Use quotations sparingly, and they should only be used for a couple of key definitions. You can, of course, paraphrase any important definition. Everything else must be in your own words. *Bullet points are acceptable, but must provide a complete and thorough response. * It must be typed, have page numbers, headers, and include a cover page. *It will be graded for clarity, grammar, punctuation, spelling, and presentation. *There is to be NO collaborations with other students or anyone. You should not discuss this question with anyone nor should anyone read or proof your work.

Answer 1

solution:- staffing involves hiring the right candidate to the right place according to the his skills and qualifications.

Role of job analysis in staffing function:-

job analysis play a critical role in different areas of staffing:-

1. recruitment and selection:job analysis helps an organisation to know in advance the skills and competence , areas of expertise required to perform the given job.

2.performance analysis: job analysis helps to set the standards of performance in advance so that performance of each and every is employee is evaluated against those standards.

3.compensation policies : compensation differs from one emloyee to another due to difference in the level of knowledge , job title , job position . once the HR manager evaluates each candidate depnding upon his level of expertise and knowledge , different job positions could be allocated to them accordingly.

PART 2:- ROLE OF JOB ANALYSIS IN HR SELECTION MODEL:-

1.identify key responsibility areas :- under job analysis key responsibilty areas such as experience , level of knowledge , expertise , is taken into consideration that is inherent in a particular task.

2. setting selection standards:-certain standards are set in advance by HR personnel for example - educational qualifications ,experience,which are considered to be a basic necessity for a particular job profile.

3. identify key success areas: the basic idea here is to compare actual performance with the pre determined standards in order to determine those factors that are crucial for the success of organizational and individual goals .