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Running head: MID-TERM JOB ANALYSIS CASE STUDY 1 Mid-Term Job Analysis Case Study University of Maryland University HRMD 640
MID-TERM JOB ANALYSIS CASE STUDY 2 Job Analysis Case Study Comfort Assisted Living in recent times decided to advertise a new Human Resource position of the Deputy Vice President for Human Resource for the company. The current Senior Human Resource Specialist for Comfort Assisted Living Mr. Williams has filed a complaint against the company because he feels that his current position should have been reclassified as the Vice President for Human Resource instead of advertising it as a new job. Mr. Williams current job description may no longer be accurate since it has been years Comfort Assisted Living last conducted a job analysis and some colleagues have registered complaints about some of his unethical behaviors. This aim of this paper is to explain the outcome of job analysis and develop a job description, which will address organizational needs/concerns (Smith, 2015). Job Analysis When gathering the essential information of the job analysis, the first step is to find out precisely when Comfort Assisted Living went through job evaluation. This procedure of collecting and analyzing data concerning the content and human necessities of employment opportunity positions and how these jobs can be performed. It is from this process that an employer obtains the information relating to the duties and the responsibilities of any position in an organization. If a position description does exist and is outdated, updating the duties and responsibilities is vital to avoid inaccuracy’s (Smith, 2015). For the Comfort Assisted Living Company, it is prudent to start with gathering the data on when was job analysis conducted. Due to the ever-changing nature and periodic updates of government regulations such as the Americans with Disabilities Act (ADA) or the Fair Labor Standards Act (FLSA) thus it the job analysis and an updated job description that
MID-TERM JOB ANALYSIS CASE STUDY 3 ensures company’s compliance with relevant rules and regulations formulated by the various relevant government agencies (Noe, Hollenbeck, Gerhart, & Wright, 2016). Although the position description does exist, it’s clear too much time that has passed since the last job review the actual position’s duties, and responsibilities might have changed resulting into an inaccurate position description of the new advertised position. The position inaccuracy has resulted in the current legal battle that Mr. Williams has filed and is a justified reason why the company needs to carry out a job review and update Mr. Williams’s current job description. The next step of job analysis is to list the task that the new Deputy Vice President Position and the HR Specialist position will be performing within the company. The listing process must contain clear and precise demands of both Deputy VP of Human Resource and the Vice President of Human Resource Specialist position (Becker & Huselid, 2010). The

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