Mgt_Reflection_Week_Two

Weekly Reflection for Week 2 The Majority of companies use a job analysis format. Some aspect of the development may seem easy whereas others tend to be more difficult. Analyzing a job is as an important tool to create a job description. One of the main tasks of the preparation of job analysis is to prepare job descriptions, specifications, and functions. This action is the process of obtaining information about a position detailing the description and requirements for the skills necessary to perform the position. This helps the recruiter in recruitment of adequate skills for a position. As a basis for future improvement, job analysis includes the definition of the domain of work, job description, and development of performance appraisals. In addition, the analysis generates a selection systems, and criteria for promotion, evaluation of the needs of training, and compensation plans in accordance to K. Begley. One of the difficult areas that a team member does not feel comfortable with is the job analysis in relations to the American Disabilities Act. Prior to announcing a job to an applicant, he or she affirms the differences between essential and nonessential functions to applicants (Casio, 2010.) However, listing the items is not sufficient. Does one still employ a person able to perform the essential functions of the position but not able to handle the duration listed for the position. Where does a person draw the line' Several well-qualified workers have disabilities. This team member continues to struggle in defining qualified and nonqualified disabled workers. However, Angela another team member states she does not struggle with job descriptions or job analysis because without the analysis there is no job description. Nonetheless, she feels most comfortable with the job descriptions. The analysis along with an accurate description of a job is very important because a person can immediately tell if he or she is qualified for a particular position or other vacant positions. In applying the objectives to a company, using a company called FEPO Electrical, owned by a teammate. The business strategy in connecting the objectives and applications applied to an electrical contractor company operates through human resources department. The department prepares the analysis of jobs and collects information to use in the selection, training, classification, compensation, and promotion of personnel. This company developed job descriptions to help determine the expectation in accordance to the necessity to complete the job. In addition, this development assisted the human resources department staff in making decisions for employment careers and the company needs. Another important detail, FEPO Electrical gave an in-depth description of job duties and updates to the workers for full understanding and expectation of performance within the company. When each member understands individual expectations, the organization runs smoothly. Furthermore, each worker must understand the company's internal regulations and safety norms. However, the choice of employees offers limits and challenges for FEPO Electrical because of the lack of good professional technicians with excellent experience and good references in the area of electricity. FEPO Electrical affirmed that it is easier to obtain electricians with “A plus” experience in residential area, but limited in commercial and industrial areas. The industry has a shortage of electricians because very few individuals focus their studies in the areas of commercial and industrial installations. It requires a minimum of three years to obtain a certificate or diploma in a concentration. The graduate must attain a minimum amount of knowledge in the areas of generation, transmission, distribution, and utilization of electrical energy. Therefore, FEPO Electrical develops job descriptions clearly defining the functions of each job before placing advertising for help. Job descriptions are also valuable when conducting employee performance evaluations because it provides expectations of the company and measures the execution of the job. For this precise reason, job descriptions are clear, concise, and use technical language. An announcement of a job description includes the following: job title, posting date, job type, work location, basic qualification, general job requirements, and typical responsibilities. No doubt, job descriptions assist in understanding expectations from his or her employer. However, a well-written job description effectively detailing expectation is direct communication between the job seeker and the employer.   References Begley, K. A. (2004). Face to Face Communication. Retrieved from www.courseilt.com. Cascio, W. F. (2010). Managing Human Resources: Productivity, Quality of Work life, Profits. New York: McGraw-Hill.