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Job Analysis, which was conceptualized in the early 20th century by two funders of Industrial/Organizational Psychology, is a fundamental process of analyzing a job to identifying its component parts, the tasks an employee need to perform for this job, the condition under which theses task are performed, and the attributes (KSAOs) needed to perform these tasks under these conditions.
The prime purpose of conducting a job analysis is to prepare job descriptions and job specification for a job in order to identify and hire the best fitted candidate for this particular job.
Job analysis are most commonly used to define duties and tasks requirements for personnel selection, but it is often used in the fields of human resources including: Job designing, developing suitable training and development programs for employees, Job evaluation, development of performance appraisal, promotion and reward systems, compliance with legal guidelines.
Recruitment and Selection
In order to select an employee, it is important to have a complete and accurate picture of the offered job by clearly identifying the duties and skill requirements for this particular job. These requirements which are identified by conducting a Job Analysis are a good basis to create selection tests for this specific job to hire the best qualified applicant.
An effective performance appraisal instrument must be job related, that is why it is important to determine exactly what the requirements for this job are and what the expected outputs for this particular job are. Such information which can also be used to determine the worth of a job are identified by a properly conducted Job Analysis.
Training and Development
In order to develop a suitable training and development programs for employees, it is important to determine the level of training required for employees, by identifying the difference between the expected outputs and actual outputs for a particular job. Again, theses information are identified by a Job Analysis which yield list of job activities.
It is impossible to reward an employee by providing him monetary value for his job if the expected outputs of this job are not even known, that is why HR managers need a Job analysis to decide if a compensation is required or not. Moreover, the value of compensation depends of the position, the job title and the responsibilities involved in this job. These kinds of information are yielded by a job analysis.
Compliance with Legal Guidelines
Because any employment decision must be job-related, and even if a job analysis is not required by any law, a thorough job analysis is a legally acceptable way to support a selection procedure. As mentioned in "Uniform Guidelines on Employee Selection Procedures (1978)", several guidelines and court-cases ruled that thorough job analysis is necessary.
Job Designing and Redesigning
To avoid employees to encounter hindrances in performing their job-related tasks, it is important that these tasks are correctly defined. If employees are not able to deliver the expected outputs, it could means that this job has to be redesigned, by conducting an up-to-date job analysis, in order to get the best possible output.
Develop job description of a traditional Thai massage practitioner. (5 Points)
The practitioner administers massage in Traditional Thai style including stretching and deep massage. A good knowledge of Thai traditional medicine is required in order to administer some specific massages to our clients. The practitioner must be fluent in English and in Thai and willing to learn some specific massage offered by our SPA.
Maintain SPA welcoming and clean.
Promote the SPA during events.
Provide traditional Thai massage that meet client's needs.
Prepare traditional massage lotions and oils.
Attend to training classes to increase your knowledge of Thai massage and medicine.
Tools and Equipment Used
Traditional Thai massage lotions and oils.
Traditional massage table.
In a team composed by five co-workers and under the supervision of the manager, the practitioner works from Monday to Friday, 8:00am to 5:00pm with an unpaid hour for lunch.
Psychological stress involved by this job is relatively low, but could be increased by dealing with angry customers. The practitioner has to provide traditional Thai massage; consequently, the physical demand associated to this job is moderate. The temperature of the room is automatically regulated (24Â°c to 28Â°c), and the degree of danger is close to zero.
The practitioner is monthly evaluated by the manager. This evaluation is mostly based on customers' feedbacks but in order to have a good performance appraisal, the therapist must also have:
A good attendance record.
Keep the SPA and rooms clean.
Attend to training class.
Attract new customers.
The wage for the practitioner is 180THB par days (Not including tips).
Be easy-going with customers.
Have at least 2 years' experience in Traditional Thai massage.
Must like to work in team.
Have good communication skills in English and Thai.
Have good knowledge in traditional Thai medicine.
Have knowledge of physiology.
Why are employee referrals an effective method of recruitment? (5 Points)
Nowadays, several companies encourage their employees to select new candidate directly in their social network. This recruitment method called employee referrals has several advantages.
Contrary to other recruitment methods, referred candidates tend to have a better understanding of the company and its business than others. This fact is due to their direct relation with their referring employee.
In analogy to the old adage "birds of a feather flock together", several social psychology researches indicates that humans tend to be similar with their friends in characteristics including personality, values, and interests. Consequently, a candidate referred by a successful employee is more likely to share qualities that make his referent a good employee.
Furthermore good employees don't risk their standing by referring unsuitable and poor quality candidate, in the same way, researches reveled that employees referred by other employees have longer tenure than employees who had not been referred.
Another and not the least advantage would be the cost effectiveness of using employee referrals as recruitment method. Although it is common to provide money incentives to employees who referred a good candidate, this recruitment method is the most cost effective.
What is the most important purpose for performance appraisal? (5 Points)
Even though there are several uses and goal for performance evaluation, the most important use of performance appraisal is to enhance employees' performance.
For that, manager should establish a two-way communication with employees to let them know how the organization believe they are doing their job, and to get feedbacks from employees about their strengths and their weaknesses.
This process is an opportunity for employees to speak to their manager concerning obstacles that they have to overcome, and both sides can determine how these weaknesses can be corrected.
How motivate employees to learn during training session? (5 Points)
In the business world, employers invest financial resources into training programs to increase employees' performances and company profitability so. To conduct an effective training program, employees must be motivated to learn new things, because unmotivated employees will not process training well and you will not receive a return on your investment.
It is possible to increase employees' motivation by following some key rules listed below:
The training must be directly related to the intendant job. Let your employees know that the training program you are presenting them will help them in their job and could give them career opportunities.
To be efficiency, training must be interesting. A good way to make the training session interesting is to use multimedia and make the training interactive, employees will appreciate.
Encourage employees to attend training by providing "on the clock" training session, and by the way reduce the workload of attendant.
Increase employees' attention by letting them know you will quiz them at the end of the training session. By this way, employees will pay more attention, and you will be able to determine whether they paid attention.
Provide incentives to employees who attend training session such as vacation day, promotion opportunities, money or certificate. Providing food is also a simple and terribly efficient way to motivate employees!
The last tip and not the least is to directly ask employees about the training they would like to attend. By giving your employees a voice, they will feel important and they will be more likely to attend and to be motivated.
What is a Job Analysis and what are the purposes of conducting a Job Analysis?
9 / 10
Develop job description of a traditional Thai massage therapist.
4.5 / 5
Why are employee referrals an effective method of recruitment?
4.5 / 5
What is the most important purpose for performance appraisal?
4.5 / 5
How motivate employees to learn during training sessions?
4.5 / 5
27 / 30
Because I did my best to answer my questions and according to my actual knowledge: there are no better answers than mines. However, as any student I cannot pretend to be perfect and I know my English is not very good too, that's why I gave myself only 90% of the points for each answers.
In one hand, theses marks are not contestable because they are based on my knowledge, in an other hand, we can say that accordingly to my subjectiveness, theses grades are not objective at all.