Week 2 Responses
Student’s Name
Institutional Affiliation
Erica Beavan
The position of a General Contractor; this student decided to analyze was the best job position following the stipulated reason. The previously discussed readings suggest that it is usually better to engage an objective individual who works outside the company to conduct a job analysis since they are incapable of having inside pressures from politics. As a result, this can make their analysis valid (Homberg & Vogel, 2016). Therefore, objective individuals from outside the company whose judgments cannot be influenced whatsoever are the best people to do this job analysis.
The chosen job for analysis was also relevant since the student comes from the related field of professional practice. This would enable her to give an independent job analysis. It is often useful to choose a job that is familiar with one’s practice to make analyses on their own entirely. Doing this will bring the best possible job analysis (Homberg & Vogel, 2016). Interviewing methods and administering of questionnaires were used to collect information needed for the analysis. Questionnaires are beneficial since they give room for truthful feedback as long as they remain anonymous. The interviewing part is to ensure data similarity. Elements such as position description, and specification were designed, and this gave time for the accessible provision
of responses.
Amanda Blough
It is a fact that the Equal Employment Opportunity Commission (EEOC) protects workers from discrimination. This organization ensures that federal laws are enforced so that discrimination against an employment applicant due to race, sex, religion, and colour can be illegalized. This is the best thing that could happen as it ensures that elements that have been continuing for long, like racism at work, are put to an end.
There are some best techniques employed during applicant recruit to ensure diversity not ignored (Buckles, 2019). The first one is looking into the unconscious bias nature of the recruiter. This is a suitable method as it uses an individual’s face value, such as name and any other personal aspect. Therefore, this leads to the focus of the skill of an individual rather than their face value. The next strategy is designing a transparent organizational commitment. This ensures that the whole company expects the same thing from an applicant. The final method is uniting and leveraging the original networks (Buckles, 2019). Data is enough on the organizational value of an inclusive taskforce from enhanced financial performance.
The concept of employment at will refers to a working relationship for a particular timeframe where a worker or a manager may decide to put an end to occupation without notice. The advantages of doctrine are that a manager does not have to explain why an employee’s job is being terminated. This is not fair since the employee might not have anywhere else to go work to support their needs.
References
Buckles, K. (2019). Fixing the leaky pipeline: Strategies for making economics work for women at every stage. Journal of Economic Perspectives, 33(1), 43-60.
Homberg, F., & Vogel, R. (2016). Human resource management (HRM) and public service motivation (PSM). International Journal of Manpower.