100%(20)20 out of 20 people found this document helpful
This preview shows page 6 - 12 out of 24 pages.
These jobs are sometimes called precarious work. Often held by women, immigrants and visible minorities.
7.How is job analysis related to other HRM functions?Jobs are created, that is they do not come into existence magically or naturally. Instead, a job reflects a series of decisions made lay an employer (explicity or implicitly) about how the job will achieve an objective. An example if an employer that decides a business will be mre profitable if jobs are broken down into simple and highly regimented steps in making deicsions about work flow, organizational structure and job speifications. These decisions influence subsequent HRM functions such as recruitmentand selection (who gets hired), compensation (what the person gets paid) and performance management (how the person is supervised).
8.Why might employees resist job analysis? The purpose of job analysis is to collect accurate information about what a job requires (knowledge, skills, abilities and other competencies), what it entails (activities) and what it contributed (outputs).Employers often turn to employees for info to inform job analysis. Employees can be a useful tool, but it is important to remember that workers may not be entirely forthcoming about what they can do and cant do. This reluctance or resistance to job analysis to tell the whole story reflects the employees understanding of job analysis is part of an employers broad strategy to maximize its return on each employee hired. Workers know that their job knowledge is a source of power. Consequently, they may choose to obfuscate what they can or cant do in order to maintain the existing wage bargain effort.
9.How can analysis and design negatively affect women?Job analysis may legitimize some activities and de-legitimize other. Such categories may disadvantage women. For example, observing social rituals (acknowledging birthdays and the birth of children) or undertaking thankless organization tasks) sitting on committees or organizing social events may enhance the functioning of a group of workers but may not be considered “work”, and thus they will receive little organizational acknowledgement. Such tasks have traditionally been organized by female workers, often in addition to their regular workloads, and are generally invisible in job analysis, invisible to the employer, resulting in negatively affect women in the workplace over time.
10.What is the purpose of HR planning?The most important and common task for HR planning is hiring workers to fill positions and created as a result of job analysis and design. The purpose of HR planning is to meet business objective and gain a competitive advantage over companies. HR planning includes forecasting the demands for supply of workers which typically leads into recruitment, whereby the organization attempts to attract an adequate pool of potential workers.
11.What is recruitment and selection and how are they different?