Nike-Mark Parker End It Executive
Kapafule lusanga
Sep/28/2012
Busn202-51B HRM
Human Resources Project
Part One; | Method 1 Observation | Method 2 Interview | Method 3 Questionnaire | Pro | Low Cost | | | | The trained job analyst can obtain first hand knowledge. | Direct feedback | Quick and efficient way to obtain information and | | Job can be observe in short period of time on physical activity | Opportunity to probe | Can get a large amount of information in short time | | Allow the job analysis to see (and in some cases experience) the work environment. | Can use observation as another evaluation method | Allows for employee participation | | | Persona interaction with respondent | Does not require trained interviewer | Cons | Employees act different | | | | All the time on the phone | Time-consuming | Quality of information related to the quality of the questionnaire | | Checking Facebook post all the time | Interviewer error or bias | Time consuming | | | costly | May have low response rate |
Part Two:
Selecting the Appropriate Job Analysis Method
A. I will use interview method and questionnaire method in order to complete a job analysis at Ivy Tech Community College.
B. there is various ways to collecting information on the duties, responsibilities, and activities of the job, and I will discuss the most important ones wish I choice in combining the techniques that best fit my purpose.
An interview and questionnaire is my appropriate way for creating a job description, where the position analysis questionnaire is more appropriate for determining the worth of the job for compensation purposes.
I will make sure the interviewee should fully understand the reason for the interview, since there are tendency for such interviews to be view rightly or wrongly as efficiency evaluations. When come to the questionnaires, the questionnaire is going to be open ended and simply employee to describe the major duties of the job.
C. information
Sep/28/2012
Busn202-51B HRM
Human Resources Project
Part One; | Method 1 Observation | Method 2 Interview | Method 3 Questionnaire | Pro | Low Cost | | | | The trained job analyst can obtain first hand knowledge. | Direct feedback | Quick and efficient way to obtain information and | | Job can be observe in short period of time on physical activity | Opportunity to probe | Can get a large amount of information in short time | | Allow the job analysis to see (and in some cases experience) the work environment. | Can use observation as another evaluation method | Allows for employee participation | | | Persona interaction with respondent | Does not require trained interviewer | Cons | Employees act different | | | | All the time on the phone | Time-consuming | Quality of information related to the quality of the questionnaire | | Checking Facebook post all the time | Interviewer error or bias | Time consuming | | | costly | May have low response rate |
Part Two:
Selecting the Appropriate Job Analysis Method
A. I will use interview method and questionnaire method in order to complete a job analysis at Ivy Tech Community College.
B. there is various ways to collecting information on the duties, responsibilities, and activities of the job, and I will discuss the most important ones wish I choice in combining the techniques that best fit my purpose.
An interview and questionnaire is my appropriate way for creating a job description, where the position analysis questionnaire is more appropriate for determining the worth of the job for compensation purposes.
I will make sure the interviewee should fully understand the reason for the interview, since there are tendency for such interviews to be view rightly or wrongly as efficiency evaluations. When come to the questionnaires, the questionnaire is going to be open ended and simply employee to describe the major duties of the job.
C. information