Requirements for Job Description, Recruitment and Selection - Coursework Example

Human Resource Management Student’s Name Student’s Number Institutional Affiliation Question 1- Job Description Importance of Job Description The importance of the job description is to provide the job applicants with context, as well as the broad overview of what the job entails. Its objective is to outline the main responsibilities, goals, as well as the duties of the employees who are interested in working with the company. Further, the job description seeks to give more information on the nature of advertised job and the working environment. Therefore, job descriptions are a valuable tool for Human Resource Manager in their pursuit for quality workforce within the organization (Sharma, 2009). Requirements for Job Description However, in the case study of the “Seventh Heaven” a luxury six star resort, their job description advertisement did not consider all the necessary specifications for the job description in their endeavour to look for an employee to fill in the vacancy for the resort position. First, a comprehensive job description harmonizes the equality of the selection process. The selected job applicants are considered for training without discrimination on age or gender (Gitman & McDaniel, 2009). Nonetheless, from the “Seven Heaven” job description advertisement on the vacancy of the resort’s position was restricted to “an attractive young blond”, the nature of the advertisement failed to consider the equality in the resort’s workforce since they could not have discriminated against gender. Therefore, it can be deduced “Seven Heaven Resort” concentrated on the physical appearance of the workforce rather than the quality and the qualifications of the workforce. Duties and Responsibilities While advertising for the available jobs within the organization the human resource manager should provide all the information necessary for the advertised post. However, in the case study the selection and the recruitment team did not give all the relevant details, all the responsibilities and the duties that were supposed to be undertaken by the applicant for the resort position. The resort’s recruitment and the selection team only specified one responsibility to be undertaken by the resort applicant “accommodation enquiries”. Further, they did not identify the position to be filled in the “Seventh Heaven” as the only mentioned that they needed a young blond to fill the “resort position”. Similarly, the job description did not provide the actual place where the applicant was supposed to work, they only stated “may be the opportunity to work elsewhere in the resort”. However, this is was not in line with the requirements of the job description as it should specify the working environment, as well as the terms and conditions for the available vacancy. Similarly, they were not specific on the background of the applicant as they stated, “only those with a suitable background need to apply”. However, according to requirements of the job description the selection and recruitment team of the “Seventh Heaven” had failed to provide equal opportunities for the applicants. A comprehensive job description should accord equal chances for all applicants regardless of their religious, racial or cultural backgrounds (Armstrong, 2010). Goals and Objectives For instance, the selection and the selection and the recruitment team in the resort is not fair to all applicants as it concentrates on the background and physical appearance of the applicant rather than the qualifications and the quality of their labour force. Moreover, the quality and the qualification of the labour force is the most important aspect in an organization in order to meet its goals and objectives. Thus, for every organization, people are the most important resource to ensure its success and job satisfaction for the employees. Therefore, the “Seventh Heaven” should have considered the value the employees should add to the organization in their job description through giving proper description on the available post to absorb workers with appropriate skills, expertise and abilities. Hence, job description play a significance role in the recruitment and the selection process of a business as they act as a tool of reference when developing a pool of applicants for a specific job position. A Job description helps the business in future planning for the needs of human resource as it makes possible to identify the gaps that are within the organization (Durai, 2010). Question2 –Job Analysis Description of Job Analysis Job analysis is the primary process that forms the foundation of the tasks and the responsibilities involved in human resource. In general, job analysis is a methodical procedure for documenting, collecting, as well as analysing the data concerning the task requirements for a specific job. In job analysis, the data collection is replicated via job description which includes specification of the context and the key duties. Further, it provides the relevant information concerning the responsibilities, mental models, skills, as well as the methods for job analysis. These incorporates the position analysis coupled with questionnaires, whose focus is on the indiscriminate human behaviours, as well as interviews, primary job analysis, task inventories and the element technique of the job. Further, job analysis gives a clear picture regarding to the job as opposed to the person executing the job, for instance development, succession planning, recruitment, training and performance management (Brannick, Levine & Morgeson, 2007). Evidence from the Case Study In the case study about the Seventh Heaven, the resort once had incomparable reputation for success in the field of hospitality with its renowned day spa, a golf course with 18 holes, three restaurants, as well as the modern function centre. However, the current state at the resort is characterised with numerous complaints from customers and have had experienced difficulties in retaining its workforce. The members of the staff have constantly grumbled of boredom, and have a feeling that their efforts were not acknowledged by the clientele, as well as the senior staff. If the staffs are not satisfied with their job then the organization may not meet its goals and objectives. Similarly, the functions within the organization may not work towards pursuing the welfare of the employees who form an imperative part of the business success. Molly should undertake job analysis to look into the issues facing employees in the resort and establish the reasons as to why the employees are leaving the organization. Uses of Job Analysis Job analysis is the process for categorizing the duties, as well as the behaviours that describe a job. Apart from validating fairness of the process of selection, job analysis form the basis of almost every field of industrial psychology, comprising of performance appraisal training coupled with human factors. Similarly, job analysis is the foundation of job evaluation and it incorporates the processing of determining salary scales (Aswathappa, 2005). Types of job analysis Job analysis is categorized in two; job oriented and employee oriented job analysis. Job-oriented job analysis deals with what is supposed to be done, the tasks involved, as well as the tools employed. On the other hand, the worker-oriented job analysis concentrates on the characteristics of the employee who are not in the labour force. Similarly, they are depicted as knowledge abilities, expertise, as well as individual characteristics. Advantages of Interviews During the interviews, job description is important as it facilitates in selecting appropriate candidates to occupy available posts. In the interview, the candidates are asked similar questions to eliminate the aspect of discrimination in the selection process. Similarly, the employers need to have a system of job analysis for the firm in place in order to determine important functions, and that may require adjustments. Therefore, this provides the firm with efficient and effective job analysis systems that is comprehensive and inclusive. Through the interviews, the firm is guided by the equality as the employees are selected on the criteria that align with job credentials, work team, as well as the company culture (Roberts, 2000). Disadvantages One of the disadvantages of the job interview in job analysis is that it demands for an experienced interviewer and well formulated questions. Similarly, it becomes difficult to integrate data dissimilar interviews. Also, the type of data collected is subjective thus there is a need for verification. Finally, there is a possibility of eliciting irrelevant data. Question 3 – Recruitment and Selection The success of any business lies on its ability to select and recruit quality workforce who would add value to the organization. Therefore, in its selection and recruitment process, Seventh Heaven needs to adequately plan, organize, as well as conduct the process in a manner that meets its goals and objectives. In any procedure of selecting employees to fill in various posts within the business, subjective judgement cannot be ignored. Nonetheless, the use of directives can facilitate the decision making process for the selection team so as to arrive at decision in the most systematic way (Catano, 2009). Advantages of online selection and recruiting Progression in technological advancements has nearly simplified all operations of the business. The process of online recruitment and selection involves the application of online sources such as the internet and other methods of social media in the selection and recruitment of applicants. The advantage of using the online method is due to efficiency as it provides an array of tools such as personality assessments, testing, as well as pre-employment screening of possible candidates to give an opportunity to the organization in the selection of quality workforce who contributes in enhancing the corporate culture. Similarly, due to the development of numerous software packages there is a range of services that can be customized by the business to meet its particular needs pertaining to each job (Compton, Morrissey & Nankervis, 2009). On the other hand, online recruitment process has the capacity to reach a large number of targeted audiences as compared to other techniques of selection and recruitment. Similarly, the method is capable of getting access of job seekers from diverse grounds, as well as attracting a huge number of candidates with specified skills. Most of The online boards are aimed for niche organizations. Similarly, numerous associations of professionals give an opportunity to many employers to place job advertisements on their website. Thus, the advantage of this method not only assists the employers to get applicants with extraordinary skills but may also draw the attention of inactive candidates who may not be seeking for the job. Similarly, the use of online selection and recruiting process may cut the costs of recruitment as they form the highest part of organizations’ expenses. Recruitment process does not only involve the real costs of hiring potential candidates but also raises training, as well as retention costs. Every employee is supposed to acquire training and orientation and a reasonable duration time to get accustomed with the job. This is termed as a valuable investment for several employers (Catano, 2009). Disadvantages On the disadvantages of online recruitment is a high volume of responses, this is because everyone in the world who can access the internet is able to view the list of job posting, the employing firm there is a possibility of accumulated responses with most of them from incompetent candidates. Therefore, the selection boards need to take a lot their time to look into the qualifications of the candidates to prevent the recruitment of unqualified staff. Therefore, to circumvent unwanted job applications there is a need for the recruiting firm to be keen on the techniques of wading job posting. Moreover, this calls for employers to advertise specific jobs and identify associated duties, as well as precise qualifications the business is seeking. On the other hand, online recruitment may be characterized with logistical problems especially when the distance between the candidate and the employer is significantly big. Therefore, the business may be forced to perform screening interviews through email or the telephone, which puts a limit on the in-person expense meeting (Roberts, 2000). Considerations Therefore, before the recruiting firm makes a decision on inviting candidates to apply for any advertised post, it has to decide on the types of candidates to be involved and which characteristics they posses. This compels the company to develop job specifications according to job descriptions which is embedded on the type, as well as the job requirements. Hence, job specification needs to be unique for every job. References Armstrong, M. (2010). Armstrong's essential human resource management practice: A guide to people management. London: Kogan Page. Aswathappa, K. (2005). Human resource and personnel management: Text and cases. New Delhi: Tata McGraw-Hill. Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job and work analysis: Methods, research, and applications for human resource management. Thousand Oaks, CA: Sage. Catano, V. M. (2009). Recruitment and selection in Canada. Toronto: Nelson Education. Compton, R. L., Morrissey, W. J., & Nankervis, A. R. (2009). Effective recruitment & selection practices. North Ryde, N.S.W: CCH Australia. Durai, P. (2010). Human resource management. Chennai: Pearson. Gitman, L. J., & McDaniel, C. D. (2009). The future of business: The essentials. Mason, OH: South-Western Cenage Learning. Roberts, G. (2000). Recruitment and selection: A competency approach. London: Institute of Personnel and Development. Sharma, S. K. (2009). Human resource management: A strategic approach to employment. New Delhi: Global India Pub. Read More