Discussion Week 2
2-1 Discussion: Purpose and Process of Job Analysis
Read the article Conducting Thorough Job Analyses and Drafting Lawful Job
Descriptions located in the Module Two: HR Planning and Staffing Reading and Resources
Use the article to identify the purpose of job analysis (why it is done) and the steps an
employer uses to draft a legally defensible job description (how they are done).
Then discuss the legal importance of a well-defined job description, including at least one
citation and reference in your initial post.
Job analysis is the systematic study of a job to determine which activities and responsibilities
it includes, its relative importance to other jobs, the personal qualifications necessary for
performance of the job and the conditions under which the work is performed (Fiester, 2013,
Job analysis is foundational because it is used in virtually all HRM functions including
recruitment, selection, training and development, performance appraisal, compensation,
safety and health, and employee relations. From a job analysis, both the job description and
the job specification are written.
(Management Study Guide, 2013)
Suppose you’re entrepreneur trying to capitalize on the next “big idea.” You have developed a
strategic vision for your firm and analyzed the jobs you will need and how many of them. Now
where do you begin to look for talent?
The decisions you make about talent—regardless of whether they pertain to recruiting,
transferring, promoting, developing, or deploying people—need to be considered within the
context of your business’s strategies and priorities. Consider the decision to outsource and
offshore work: Most American clothing makers have outsourced or offshored work because
labor costs are cheaper outside the United States. (Nearly all of the clothing purchased in the
United States today is imported. Just check your clothing labels.) But that’s not the strategy
Round House Workwear, based in Oklahoma, and All American Clothing, based in Ohio, have
pursued. These companies have managed to carve out a niche by selling products with the
“Made in America” label to foreigners who see that label as a sign of prestige and to
Americans who do not want to buy foreign products. The point of this story is that recruiters
always have to consider the firm’s strategy.
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