Job Analysis

Job analysis refers to the process of identifying, recording and analyzing the aspects of a particular job to establish the specific requirements for performance of the job.Advertising We will write a custom report sample on Job Analysis specifically for you for only $16.05 $11/page Learn More When carrying out job analysis there are three important areas for examination: duties and tasks define the specific roles played by the employee when performing the job while job environment refers to the conditions prevalent in the place where the particular job is carried out. Finally, tools and equipments are required for effective performance. Job analysis is an important aspect in hiring process for several reasons; it helps in documenting vital information about the job, which then helps in determining the appropriate methods of doing the job, then it helps the human resources in job designing (duties and responsibilities) and determination of rewards for th e jobholders (Fine Cronshaw 1999, p.147). Furthermore, it helps in designing effective performance evaluation and measurement systems with which the human resources can rely in making promotions. How to recruit a suitable pool of Applicants The need to recruit a suitable pool of applicants cannot be overemphasized. Placing and assigning roles to suitably qualified personnel is important because the employees consistently deliver on expectations and help in creating value to the organization. These key benefits come about because the employee qualifications marry with the roles played which then precipitates several strong points viz. happy, motivated and productive employees; collaborative team participation which brings out individual strengths and enhanced customer satisfaction which in turn gives the organization a good standing in the public domain. Managing an effective recruitment process There are four key stages in the recruitment process that when followed will increase th e chances of picking the best and suitable applicants for a job. The first step entails information search, analysis, planning, and definition. In this stage, the recruiting personnel must clearly define the needs for the recruitment and find if there are other options available.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Moreover, he personnel has to define the time frame, establish the tools for measurement of success of the exercise, establish other players in the recruitment process, define the skills and knowledge specific fro the job, and the position in the organization structure where the ideal candidate will fit. The second stage focuses on how to attract candidates with the desired qualifications. At this stage, the recruiting manager must determine the tools and techniques to be used to get the best results. As such, the personnel should determine the right people who shoul d be involved in management of the process, for instance consultants and define the communication tools that will enable one to reach as many candidates. In today’s world, the internet has become the best tool for interaction between employers and job seekers. Other platforms include colleges and universities, and the news papers through advertisements. Following is a sample advertisement for an opening for a driver. XYZ Agricultural Research Center Job Title: Marketing Manager Location: Michigan Job Description: The incumbent shall be required to develop, establish and maintain the overall marketing and strategic planning, and facilitate client development through advertising and promotional activities of the organization. Experience and Skill required A bachelors degree in marketing or a business related must have at least 5 years of marketing experience especially in aspects of development, implementation and management of marketing strategies have strong knowledge on conducting market research excellent communication both verbal and writing, presentation, analytical, problem solving and time management skills Strong interpersonal and team-leadership skills Must be 35 years and above Interested candidates should forward their application letters including a detailed curriculum vitae indicating current and expected salary, email tel. contacts, and copies of relevant testimonials to the undersigned so as to reach us on or before Friday 15 April, 2011 5.00pm Xyz Agricultural Research center, Email. Hr@Xyzarc.com The third stage of the recruitment process is selection and acquisition of the applicants. The interested candidates should then be screened thoroughly to filter in the finest. This stage is and therefore the recruiting manager should put the best foot forward and gather all the apparatus needed to enhance success. This will require determination of the appropriate selection criteria. This can be done through interviews oral or w ritten, biodata, and/or tests. In conducting the interviews, managers should involve the relevant personnel e.g. the intermediate managers, experts in the field of the job, and the people who will make the final hiring decisions. The interview questions should be then generated and the anticipated responses stipulated. The overall challenge at this level is maintaining objectivity; however, with a good selection framework the challenges can be reduced greatly.Advertising We will write a custom report sample on Job Analysis specifically for you for only $16.05 $11/page Learn More Biodata is another recruitment tool which as been widely regarded as effective and reliable. This is for the reason that it can predict accurately the future performance of an employee based on empirical methods. Biodata uses a designed form seeking detailed information about the history of the applicants. The final stages focuses on how to bring in the recruited candidates and then offer them support for the initial period in the organization. This will entail working on the internal processes in preparation fro the new employee. The activities carried would include necessary documentation, designing of the reward packages, designing a smooth transition process, putting in place a support system for a period of 3-6 moths and setting the performance objectives. A successful recruitment process is pegged on the level of job definition. The suitable candidates should posses the right skill and knowledge and perfectly fit in their roles and contribute significantly to the overall organization goals. The organization in turn should be able to provide development opportunities to continue optimizing the contributions from their employees. Maximizing chances for employee success Having selected the best job candidates and consequently appointed them to the respective offices, the human resources management’s duty does not end there. Job performance is a f unction of the worker input and the environmental factors. Ripley notes, â€Å"If good performers are put in bad systems, the systems win every time† (1999, p.2). Therefore, management should design and maintain user-friendly working conditions to enhance employee productivity. Gilbert (1999) developed a diagnostic tool called the Behavior Engineering Model (BEM): a model that explains employee performance enhancement through six areas including â€Å"information, resources, incentives, knowledge, capacity and motivation† (p.36). The six areas were grouped into two main factors viz. system and person factors. Information resources and incentives were categorized as system factors whereas skill and knowledge, capacity and motivation represent personal factors. Information relating to the output expectations needs to be relayed continuously to the worker as well as giving feedback to allow self-evaluation.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Other key information that the worker should be aware of is the organization policies and the standard operating procedures. This can be easily availed to the new employees through orientation. Resources refer to all the tool and equipment to allow the worker to perform his/her duties effectively. Incentives refer to the ability of the system or the work environment to offer attractiveness to motivate performance. System incentives could refer to the ability of the system to offer challenges, development opportunities, and put trust on the workers, for instance by delegation of duty by the manager on his subordinates. Relevant skills and knowledge are critical to performance. Most organizations today are differentiated and use highly customized applications and hence there’s need that the recruited staff be taken through some training in order to synchronize their skills and knowledge. Motivation is pegged on both internal (personal) and external (system) factors. Whereas it is not easy for the company to control its internal factors, it is possible to adjust environmental conditions to turn on the worker. Further, to enhance employee productivity, the human resources must offer attractive compensation packaged with other benefits in pursuit of worker satisfaction and motivation. Rumler and Brache posit that, the work system can be customized to offer satisfaction by observing Abraham Maslow’s hierarchy of needs. Other quality enhancing management standards, according to Dean (1997), can be based of the total quality movement (TQM), and the reengineering and business process redesign (BPR) (p.48). Information research Methods Analysis Advantages Disadvantages Interviews Are useful in determining the key aspects of candidates such as ability to communicate effectively Allows the interviewer to prompt further to obtain additional information Allows interviewer the opportunity to critically evaluate the applicant’s skills and knowledge Is the best tool for selecting best candidates from a pool of equally qualified candidates It provides room fro adjustments so that important information can be collected Allows for interaction, and the job candidates can seek additional information about the job offer. Interview evaluations are quite subjective Decisions arrived at seem to be based on the first impressions which may not be true Suffers bias, negative information carries more wait Researches have shown that interviews are not as reliable as tests Biodata It’s reliable: bases predictions into the future on historical personal information It’s legally dependable as it capture information which is exhaustive It’s less vulnerable to halo effect or biases Once developed it is less costly, and an be used to process large number of applicants. Presents legal conflicts as some information being sought could led to invasion of personal privacy Applicants may fake facts hence compromising acc uracy Developing a biodata is very time consuming and therefore costly Prolonged usage would reduce diversity in the organization human resource Questionnaires They are standardized thus offering more objective results than interviews can allow fast gathering of data useful in when the study sample is large Since they are standardized they do not allow additional details (closed questionnaires) The interviewer cannot prop further and in many cases the answers given are quite superficial The respondents may be reluctant to fill in the questionnaires and the interviewer may have little to motivate them. References List Dean, P. J., Ripley, D. E., 1997. Performance Improvement Pathfinders. Washington, DC: The International Society for Performance Improvement. Fine, S., Cronshaw, S., 1999. Functional job analysis: A foundation for human  Resources management. New Jersey: Mahwah. Gilbert, T., 1996. Human Competence: Engineering worthy Performance. Washington DC: The Int ernational Society for Performance Improvement. Ripley, D., 1999. Improving employee performance: moving beyond traditional HRm Responses. Web. Rumler, G., Brache, A., 1995 Improving Performance: How to Manage the White  Space on the Organization Chart. San Francisco: Jossey-Bass Publishers This report on Job Analysis was written and submitted by user D0ct0rSpectrum to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The Crucible Parris Essay Example

The Crucible Parris Essay Example The Crucible Parris Paper The Crucible Parris Paper What clues does Arthur Miller give to the audience to suggest what will happen in the rest of the play? Millers comments in the overture set up The Crucible quite well. Certain descriptions and words give implicit meanings that do not come through until the end. There are also implicit meanings that do not require the reading of the play such as, A small window in the room. This gives a meaning of the things being small and the people being narrow-minded. Negative words in Millers opening comments such as small, exposed and raw describe the room as if it is very negative, more like a Puritan society. A Puritan society is when the Christian Church rules over the community and they live in strict morals and laws. The people are narrow-minded and live in a tyrannical state of authority. This suggests that the story may go on negatively as he describes it. Miller gives actions to Reverend Parris such as pressed turns on her and pointing at Betty are all angry, malicious and tense actions from a supposed religious man. These are not actions of a calm, wise man if the faith but one of a bag of nerves that may possibly be hiding something that may come apparent later as the storyline progresses. The audiences reaction to the first act of The Crucible would be one of shock, intrigue and a sense of it being enjoyable. The actions of Parris would shock the audience while also intriguing them, into what he will do later on, if he is still there. Also the actions of the Putnams and Abigail Williams would intrigue them but the child Abigail would give them some enjoyment. Miller presents Reverend Parris to the audience in this first act as a reasonably who is mentally unstable while being very protective about his family. This behaviour could lead the audience to believe that he will do this again later on. Parris language in this scene is sophisticated and short, to the point. This is shown in the stage directions as he is straight to the point and his words are getting shorter as well in his dialogue. Such instances are, No no, I cannot have anyone and Oh, pray not! Why, how does Ruth ail? The short sentences show that Parris is not giving anything away to the characters which shows Millers use of dramatic irony. We know that Parris has seen girls dancing in the woods which could show why he is slightly panicked. Parris language and tone of voice can suddenly change or give a new conviction to a person. When he is arguing with his niece, Abigail Williams, about the girls dancing in the woods and far from just accepting it as just sport he thinks they are conjuring spirits and practising witchcraft. (turns now, with new fear, and goes to Betty, looks down at her, and then gazing off): Oh, Abigail, what proper payment for my charity! Now I am undone. He is accusing Abigail for just taking him for granted. What he means by undone is his reputation. Miller suggests his reputation as a minister is more and more becoming dented by the accusation of witchcraft on his household. Abigail Williams is introduced to us as a, striking beautiful girl with the endless capacity for disassembling. This shows that Abby(Abigail) is a beautiful girl who can take things apart but this was not meant a literally. She can take peoples lives, families and reputations apart by using her beautiful looks or by some other means. The actions of Abby in the start of Act 1 as a timid servant to her uncle, Parris, but throughout the act she gains confidence and starts to accuse Tituba, the Negro slave, of raising the Devil but there is no proof of this. At the end of Act 1, however, we can see her endless capacity for disassembling when she wants to open herself to God and Betty mysteriously becomes awakened and accuses random people it seems, in the village. Abby joins Betty in this and accuses Goody Sibler of being with the Devil. The stage direction states, (It is rising with a great glee) and this direction shows Millers quickening of the accusations and the increased number of accusations. At the start of The Crucible Parris gives a sense of dramatic actions and one that could have lead to all the hysteria. Parris stage directions are, (scrambling to his feet in a fury. ) Miller shows him distraught and such an action to happen so quickly the audience would remember that clearly in the later scenes. The themes of causing hysteria are when Parris presses against Abby convicting her of conjuring spirits. (Pressed, turns on her), Parris is anxious to know what has happened to Betty and goes over the top with Abby, evading her personal space and with the play being performed would mean that it would look very effective.

James Baldwin Research Paper Example | Topics and Well Written Essays - 1250 words

James Baldwin - Research Paper Example His narratives and productions novelize essential subjective queries and quandaries amidst multifaceted societal and psychosomatic burdens discomforting the reasonable incorporation of not only blacks however also of male homosexuals, portraying as well some adopted disablements to such personages' expedition for recognition and rightly approval, specifically in his second novel, Giovanni's Room (1956), printed well in advance the equivalence of homosexuals stood extensively promoted in America. Baldwin's superlatively recognized novel is his first, Go Tell It on the Mountain. In 1953, Baldwin's principal novel, Go Tell It on the Mountain, a semi-autobiographical bildungsroman, was printed. Baldwin's principal assortment of dissertations, Notes of a Native Son give the impression two years later. Baldwin persisted to investigate with fictional procedures during the course of his career, disseminating poems and theatres as well as the literary and fiction essays for which he was known . Baldwin's subsequent novel, Giovanni's Room, stimulated a polemic disagreement when it was first issued in 1956 outstanding to its unambiguous homoerotic material. Baldwin remained once more repelling brands with the publication of this book: regardless of the interpretation of society's potentials that he would print workings allocating with the African American knowledge, Giovanni's Room is entirely about white characters. Baldwin's succeeding two narratives, Another Country and Tell Me How Long the Train's Been Gone, are extensive, investigational works distributed with black and white characters and with heterosexual, homosexual, and bisexual typescripts. These novels brawl to enclose the commotion of the 1960s: they stand inundated with a sagacity of ferocious turbulence and atrocity. Baldwin's prolonged paper down at the Cross (habitually called The Fire Next Time subsequently the name of the book in which it was printed) correspondingly presented the bubbling disgruntlement of the 1960s in an innovative method. The thesis was at first printed in two large productions of The New Yorker and affluence Baldwin on the cover of Time magazine in 1963 whereas Baldwin was remaining in the South, speaking nearby for the disconcerted Civil Rights crusade. The dissertation communicated about the uncomfortable rapport amongst Christianity and the mushrooming Black Muslim program. Baldwin's next book-length essay, No Name in the Street, also debated his individual understanding in the setting of the late 1960s, precisely the killings of three of his own friends: Medgar Evers, Malcolm X, and Martin Luther King, Jr. Baldwin's literatures of the 1970s and 1980s obligated to remained principally unnoticed by faultfinders, however even these transcripts are beginning to receive attention., Eldridge Cleaver's malicious homophobic outbreak proceeding Baldwin in Soul on Ice, and Baldwin's reoccurrence to southern France subsidized to the intelligence that he was not in sou pcon with his audience. Continually accurate to his personal persuasions somewhat than to the sensitivities of others, Baldwin sustained to inscribe what he sought to write.