Question

Forwarded Question 3 a) Explain the content and importance of Job description--10marks b) Explain the methods and purpose of Job Analysis-10marks c) Explain 5 limitations of performance appraisal in most organization--5marks Total marks----25 9:50 AM Forwarded Question 5 a) i. Explain 3 organizational source of stress and 3 strategies of coping with organizational source of stress---6marks ii) Explain 3 personal source of stress and 3 strategies of coping with personal source of stress--6marks bi) Explain the 4 forms of KPO---8marks i) Explain 3 importance of KPO---3marks ii) state 2 challenges to KPO in business organization---2marks Total marks----25 9:42 AM Question 6 a) Explain 4 frameworks of ideologies underpinning employment relations -8marks b) Explain 4 basic tips in counseling---8marks c) State 5 important role of human resource manager in discipline and grievan management---5marks d) Explain 4 responsible for the weakening of the role of trade Unions as a regulatory mechanism in the workplace----4marks Total marks---25 9:16 AM

Answer 1

1. Contents of Job description:

1) Job title: Job title is the first content of job description that gives applicants an idea about the job and they can decide whether the job is suitable for them or not. It should be short, detailed and suggestive of the type of the job.

2) Job Location: It gives an idea about the name of the department and the area where the post is vacant.

3) Job Responsibilities: Job responsibilities should include the day-to-day activities of the employees and it should be written with both present and future goals in mind and must be updated as per the market. For example, if there is any changes in technology and style of work then it affects the job responsibilities mentioned in job description.

4) Qualifications: This part provides information about the specific qualification that must be achieved in order to apply for the job. It might be diploma, degree or a minimum of 3 years experience in sales, marketing or any other field as per the job title.

5) Machine and tools : The job content must include the equipment, machines and tools that are to be used in the job.

6) Working atmosphere: This part gives an idea about the working conditions, hazards involve in the job.

Importance of Job description :

1) Job descriptions provide a clear understanding to prospective candidates about their duties and responsibilities for a position they have applied.

2) Job descriptions protect an organization legally if there is any issue related to recruitment. In a job description, everything is clearly mentioned about a job, so if there is any controversy then it will defend the organization.

3) Help employees to prepare for the job and set their goals.

4) It create limits regarding employees' responsibilities.

2. Methods of job analysis:

Observation Method: By applying this method, a job analyst observes an employee and note down all his past and continuing performances, skills and training received for such job duties, also the mental and emotional abilities to handle pressures and risks.

But while applying this method there may be possibility of personal biasness or likes and dislikes and it will not give accurate results. So to make this process error free, the job analyst should be provided with proper training and adequate knowledge.

Interview Method: In an Interview method, candidates are interviewed so that they can ensure themselves to produce the most effective results by performing their tasks. It also helps interviewer to know about the employees' thinking style and the responsibilities for their jobs.

Questionnaire Method: Another method used for job analysis is questionnaire method, in which questionnaire forms are circulated to employees, their superiors and managers in order to extract information from them. While conducting this method a great care should be taken as it may involve personal biasness.

Purpose:

To prepare Job Description : One of the major purpose of job analysis is to prepare job description. Job analysis studies and points out the contents of job description which includes the job title, responsibility, machinery required, job location, etc.

To prepare job specification: Job specification includes skills, qualification, experience and behavior required for the job to perform it in the best possible manner. It describes the criteria that will best fit for the job and this type of information can be best depicted by job analysis.

To determine performance standard : Through job analysis, performance standard of the employees can be measured and this is the basis of performance appraisal and reward management.

Job design and redesign : Job analysis makes design and redesign of job more easier. Some parts of job can be added or removed to make it more systematic and challenging.

To maintain good employee relations: Job analysis helps to include necessary information about the job. It helps to differentiate job from other. So this helps to maintain good employee relation by providing enough information regarding the job content.