A Task-Based Approach to Job Analysis Douglas Silber

A Task-Based Approach to Job Analysis Douglas Silber -...

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Running head: A Task-Based Approach to Job Analysis 1 A Task-Based Approach to Job Analysis MBA533 Human Resource in Management Douglas Silber March 27, 2011 Rina Coronel Saint Leo University
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2 A Task-Based Approach to Job Analysis A Task-Based Approach to Job Analysis AxoGen Nerve Generation, Inc. has an entrance level management position for a human resource manager currently held by an individual with no formal training in human resource management. This individual is not happy with her position and is currently in search of a job outside the company. Looking at the human resource position from a task-based approach, there are three main tasks associated; placing job opportunities onto the AxoGen website, onto other websites, into newspapers, and contacting recruiting agencies to let them know of the opportunities and positions open at the company, interviewing by phone all potential candidates for all open positions prior to bringing them in for formal interviews, and handling employee complaints. Although the position entails a multitude of tasks, these three main tasks incorporates the essence of the human resource manager position. In terms of the first task of placing job opportunities onto the AxoGen website, other websites such as Monster, Career Builder, etc. contacting newspapers to have the job opening placed, and contacting recruiters to help fill the positions available, due to the small size of the company and the infrequency of needing to place a new job opportunity ad, the human resource manager should spend a relatively small amount of time performing this task. Being that this task is comparatively easy to learn and once learned is very repetitive in nature, this task is rated as one that is easier than most. If a mistake is made in this task it would be fairly difficult and costly to
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This document was uploaded on 08/24/2011.

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A Task-Based Approach to Job Analysis Douglas Silber -...

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