HR Management Assignment 2 Example | Topics and Well Written Essays - 2000 words

HR Management 2 - Assignment ExampleStatistics show that todays workforce is decreasing at alarming rates. Within the next ten years, labor shortfalls of up to 10 million workers are expected in the United States (Leibold and Voelpel 22). Because of a emfly smaller workforce, there depart be challenges in recruiting qualified hypothesise seekers to fill vacant positions (Walker, Feild, Giles, and Bernerth 619). In order to attract the function person for the job, it is crucial to have key job expectations already in place so the applier knows exactly what they are getting themselves into. If you need someone to carry out a series of jobs, hence it is important to detail all this in the interview room. If the job instructions are not developed in-depth, thence you will believably hire someone who only meets some of your expectations (Vielhaber and Camp 40). However, if a manager chooses to explain the job duties only during the interview, then the job hiring process can be slo wed down as potential candidates may not be suitable for the job. This in turn costs the business through disordered opportunities and additional recruiting costs. These failures can be seen from the very beginningdesigning the job (Rao). The ideal time to make the job tasks that are required is before the applicant turns up for an interview. Then, the job seeker can query any confusing job requirements during the interview. This is otherwise known as a job verbal description. ... To decide whether or not these responsibilities are carried out in an effective manner, deed standards need to be created. Performance standards denominate what the job accomplishes and how fareance is measured in key areas of the job description (Mathis and Jackson 156). The reason that these performance standards are implicated is so employees can know what is expected of them. If they gain this knowledge beforehand, it is more likely that they will be able to perform the job to a high standard. A usual job description pays a number of components identification, general summary, essential functions and duties, job specifications, and disclaimer and approvals (Mathis and Jackson 157). Identification is make up of the title of the job, who to report to, department, location, pay grade, and possible compensation. The general summary is a short description of the responsibilities and components specific to a particular job. Essential functions and duties are definitive statements on the major tasks, duties, and responsibilities that need to be performed. Job specifications are defined as knowledge, skills, and abilities (KSAs), education and experience, and physical requirements and working conditions (Mathis and Jackson 157). Disclaimer and approvals contain signatures from the manager that allows employers to change employees job duties. Employers need to show that their employment procedures are related to the job requirements. To determine this, employers must conduct a jo b analysis to classify the knowledge, skills, and abilities (KSAs) needed to be able to perform a job adequately (Mathis and Jackson 116). The three validation strategies that are used to measure this include content validity, criterion-related validity, and