ANALYZING WORK AND DESIGNING JOBS
Concepts and brief description:
Concerning work organization, HRM has a lot of important responsibilities. First concerning the work flow, HR needs to analyze the duties which need to be done in order to create and define a job. HRM has to evaluate raw inputs and the equipment and resources required to accomplish that job.
Second, HR has to create a job analysis in order to make sure that the company will attract and recruit the right employee. HR should write a conceive and accurate job description of the tasks, duties and responsibilities that the company seeks.
Third, the job specifications must be clear in order to communicate efficiently the demand of the firm. Those specifications must inform the applicant about the knowledge, skills, and abilities required by the managers. HR must also make sure that the new recruit will have the ability to adapt to change and evolution of the company.
The job design conceived by the HRM should also be efficient. It aims at evaluating the mental capacities, the safety and health of the employee, and of course the motivation. This process is very important because HRM only has a short period of time to gather information and analyze the personality of the person who is going to be hired.
Emotional hook:
In the situation where the recruiting strategy would not be structured and determined, the time, money, and energy used to hire one person would be a waste. If HRM do not exactly know what the company is looking for, what the requirements for this specific job is, and cannot efficiently communicate those expectations, a great deal of time and money would be lost.
Key to elicit discussions:
Do you think that unprepared HRM could attract efficient and qualified employees?
Facilitative questions:
What are the best strategies and behavior HRM should have in order to attract efficient, qualified, and good workers?