Part 1 Define staffing and explain why job analysis JA is cr

Part 1: Define staffing and explain why job analysis (JA) is critical to the staffing function. This should be a very thorough, detailed, and well-developed response. There should be at least 5 examples that provide a clear link with JA (2-3 sentences each).

Part 2: Draw/reproduce the “Role of JA in HR Selection Model.”

Part 3: List and explain each part of the model along with a short definition (i.e., write a 1-3 sentence definition/explanation of the concept), listing its components and providing two examples for each part (e.g., list JA, define it and list its components along with two JA methods). Make sure you explain in detail (1-3 sentences) all relevant linkages in the model. Finally, what role does reliability and validity play in the model (1-3 sentences)?

Notes: *All comments must be clear and demonstrate a solid understanding of the concept. * Use quotations sparingly, and they should only be used for a couple of key definitions. You can, of course, paraphrase any important definition. Everything else must be in your own words. *Bullet points are acceptable, but must provide a complete and thorough response. * It must be typed, have page numbers, headers, and include a cover page. *It will be graded for clarity, grammar, punctuation, spelling, and presentation. *There is to be NO collaborations with other students or anyone. You should not discuss this question with anyone nor should anyone read or proof your work.

Solution

Staffing is the process of recruiting employees in a company for the job vacancies. It includes the process of screening and shortlisting the suitable candidates and selecting the best suitable from them for the position. It includes training and explaining the job responsibilities to the selected staff also.

JA is critical to the staffing function because analysing a job\'s function to properly define its key deliverables is essential so that when the process of staffing is done, the right person is recruited for the right job. Explaining what a job postion requires can only take the function of staffing in the right direction. It defines the role, responsibilities and duties of a job position based on which the selection process takes place. It is critical as it creates the base of recruitment which when done efficiently can effect the business growth.

Some examples of JA can be:

1. Smart phone company will require a web designer who can code a software and design an application.

2. Railway company will hire track engineers who can install rails on sleepers, welders to make welded rails.

3. A construction company will hire civil engineers with competency to design architect and plan constructions of buildings.

4. A sports company will hire players efficient enough to make it win games and get trophies.

5. A hospital will recruit doctors and medical staff that has knowledge in the medical field and can cure patients from their illness.

The role of job analysis in HR selection model is very essential. It defines a job before selecting a candidate for that job. HR selection is a delicate and complex function of any organisation because right selection will effect the overall business growth in a positive perspective and a wrong selection can hinder the growth even bringing the company to a closure. Job analysis for selecting the HR model is important as it helps to predefine the job for which selection has to be done. It defines the role, responsibilities of the position which makes it an easyvtask for recruiting the person required for the job by evaluating his qualifications, experience and comparing them with the demand of the post. It makes the further jobs of HR recruitment like screening and interviewing easy too. On what basis the candidate has to be analysed and selected is simple and clear through the job analysis process.