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Lesson 2 Discussion Forum 2: 

Discussion 350 Words

Explain how you would conduct a job analysis in a company that has never had job descriptions. Utilize the O*Net as a resource for your information.

Your discussion is to be submitted in 12-point Times New Roman font using APA format.  You must have a minimum of two sources to support your answer.

Reply to post 250 Words:

Introduction

The Job Analysis is a structured method in which knowledge regarding roles and duties needed for the performance of a specific job is gathered. The job analysis mainly involves the task and not the workers, but the information is obtained from the users about the work (Robinson-Morral et al., 2018).

Discussion

The primary step in the job analysis process is to identify the intent of the job analysis. The aim may be either to update the job description, to amend the compensation system, to modify the structure of the company, or to update the work of a particular department (Wyse & Babcock, 2018). After the target has been selected, the top management should be well informed, as changes can only be made to the organization with the support of the management. The category of workers to be evaluated would be chosen, be clerical roles, handle employees, different division duties, etc., after setting a goal (Robinson-Morral et al., 2018). The participants involved in the study are also listed, and the approaches to be used. The current job description is reviewed in its entirety in order for a fair understanding of the duties, responsibilities, organizational chart, working conditions, dangers, etc. in certain jobs to exist (Wyse & Babcock, 2018).

The next action in the job analysis process is to carry out the job analysis or to start it. In this case, enough time should be allocated for the employees to collect the job details. The employee’s knowledge may be gathered through a sample, questionnaire, or assessment methods (Robinson-Morral et al., 2018). If the information is gathered, it must be organized according to the purpose, section, and branch. After this phase, a draft job detail and specifications are prepared by the job analyst. The changes that will be made to the jobs will be defined and written into paper after processing of the material. When the draft is written, the executives, subordinates, and staff will be notified. Regulation of job requirements and expectations is the final phase in the job analysis process, in which job descriptions are reviewed and updated in due time in accordance with the changing needs of the client (Wyse & Babcock, 2018).

Conclusion

The job analysis leads to job specifications and job description. The job description involves duties, obligations, working hours, etc. and the job specification relates to the expertise, experience, history, credentials, and communication abilities required for a particular job.

Read Chapter 5 of the course text and the article Hiring Top Talent? Here Are the Best Methods for Sourcing, Screening, and Interviewing. What are the goals of employee selection? Compare and contrast two selection methods and discuss how they impact the achievement of organizational objectives. Your initial post must be a minimum of 300 words. Cite at least one scholarly source to support your response.

• Freda, the head of HR in a large corporation, receives an e-mail from Jason, who was recently terminated. Jason had been terminated for below average production. Freda knows that the reasons for his termination were well-documented in his personnel file. In his e-mail, Jason alleges that his supervisor, Doris, made several inappropriate comments of a sexual nature to him over the past few months. Freda decides on a course of action.There are all sorts of legal problems that can arise because of termination. One of the big issues that lawyers see is that issues surrounding the termination are not documented. Because things can go wrong in a termination, it necessitates having clear policies and procedures that are consistent for everyone so that you don’t run up against discrimination issues. This week will be an exercise in taking concepts that you have learned in previous weeks, such as policies, handbooks, and discrimination, and applying them to a new topic, termination.
  TO DO LIST:
  • Discussion: Read the article and describe best practices for HRM specialists when conducting a termination.
  • What You Need To Know: Cases and articles this week focus on termination, so that you can apply those concepts to the termination issue in the HR Challenge: Oral Argument assignment.
  • Prepare: Read the articles about presenting an oral argument and begin planning your strategy for your oral argument.
• Discussion Overview
  Read the article and describe best practices for HRM specialists when conducting a termination.
• What You Need to Know
  Legal Background
  Read the course file, Legal Background: Termination [PDF], for a basic understanding of the topic for this week. This background information is intended to support your learning like a section of a textbook.
  Cases
  It is recommended that you identify the main argument and decision of all of these cases by reading the abstract for each case. Then select one case to analyze using the IRAC method.
  • E.I. Dupont de Nemours and Company v. Pressman, 679 A.2d 436 (Del. 1996).
    • Focus area: Breaches in good faith.
  • Lazar v. Superior Court of Los Angeles County, 909 P.2d 981 (Cal. 1996).
    • Focus area: Fraud.
  • McQuirk v. Donnelley, 189 F.3d 793 (9th Cir. 1999).
    • Focus area: Bad job references.
  • Termination
    Each of these articles are less than one page, but they highlight current termination issues in the HRM field that you will reference in your discussion.
  • Document exactly why you decided to fire. (2019). HR Specialist: Employment Law, 5(1), 1–2.
  • Fired for getting married: Does that count as sex discrimination? (2019). HR Specialist: Employment Law, 49(2), 4.
  • How to legally deal with a post-termination “vent letter.” (2018). HR Specialist: Employment Law, 48(7), 6.
  • Pink slips for union backers: A a75k mistake. (2019). HR Specialist: Employment Law, 49(2), 3.
  • You don’t have to give employees a reason for termination. (2017). HR Specialist: Employment Law, 47(5), 4.
  • Oral Argument
  • Frey, A. L. (n.d.). Preparing and delivering oral argument [PDF].Appellate Defenders, Inc. Available from http://www.adi-sandiego.com/ 
    • This is a seminal article on preparing for the different parts of an oral argument.
  • National Association of College and University Business Officers. (2010, February 24). Making effective oral presentations. Retrieved from https://www.nacubo.org/Conferences-and-Workshops/Speakers-Corner/Making-Effective-Oral-Presentations 
    • This is general information about making oral presentations that should help you prepare your scripts.
• Write Your Discussion Post
  Defensible Terminations
  Read the following article for this discussion:
  • Frick, R. E. (2019, August). Decided it’s time to terminate an employee? Now what? Talent Management Excellence Essentials.
  • According to Frick (2019) there are some steps that an employer can take to keep terminations both manageable and legally defensible. Describe 2–3 of these steps and suggest strategies the HRM professional might implement within the workplace to make smoother terminations. Provide workplace examples where possible.

If you were the hiring manager for a corporation or business, reflect on how you would incorporate interview questions for identifying personality and cognitive styles for a job interview. Which questions do you feel work best?

Your journal entry must be at least 200 words. No references or citations are necessary.

Using your selected BA plan template, detail the solution you have selected and the criteria and evaluation instruments used.  This document is an interim step, and NOT the full report (so some portions will remain blank). Concentrate your efforts on solution selection, including:

• Criteria and justifications
• Quantitative analysis of options
• Solution justification narrative
• Identified risks

Submit the Requirements Document with listed sections completed, as well as any supporting tools, figures and/or templates.

• Adams, M. (2015). Process analysis templates: 72 techniques for success (34-40). Retrieved from http://www.ba-guru.com/process-analysis-templates-72-techniques-for-success-34-40/%C2%A0
• Corporate Education Group. (2018). Business analysis tools, templates, and checklists. Retrieved from http://www.corpedgroup.com/resources/ba-tools.asp
• Neytcheva, V. (2018). Requirements document template by modernanalyst. Retrieved from https://www.modernanalyst.com/Resources/Templates/tabid/146/ID/494/Requirements-Document-Template-by-ModernAnalystcom.aspx

For your assignment, you will create a 12- to 14-slide presentation (not counting the title and reference slides) that includes specific information as outlined below. 

A midlevel manager is defined as a manager of managers. You have to present your proposed training program to your supervisor. To do this, you must decide on a training model, conduct a needs analysis, write learning objectives, and create the content of the training. 

 PLEASE DO NOT SUBMIT A BID FOR THIS ASSIGNMENT IF YOU DO NOT HAVE EXPERIENCE WITH GRADUATE LEVEL WRITING TERMS AND CONCEPTS. ALL DIRECTIONS MUST BE FOLLOWED AND NO PLAGIARISM. MY SCHOOL USES SOFTWARE TO DETECT COPIED MATERIAL. AND REFERENCE THE BOOK AND USE SCHORLARY SOURCES.  MUST FOLLOW ALL INSTRUCTION 

The following exercise introduces you to skills related to HRM roles and responsibilities, including collaboration.

Complete the exercise, HR Leadership Case Study. A transcript of this interactive exercise is also available.

Consider what you learned in the experience and respond to the following in a minimum of 175 words:

• As an HR professional, how would you go about using a more collaborative approach in gathering information for creating a job ad?
• In your opinion, what are the key components of a job ad that would attract the most qualified applicants?
• What are the best collaborative HR practices for job analysis and design?

Describe a time gossip was shared in your workplace or volunteer/hobby activity. How was the information received, and how was it potentially harmful? What advice can you give to reduce gossip in the workplace?

Your journal entry must be at least 200 words in length. No references or citations are necessary.

Decision Making with Managerial Accounting

Due to varying business characteristics, the managerial accounting techniques applied in each business may differ.  For example, a business in the start-up phase may rely heavily upon budgeting and capital investment techniques; whereas, a business in the mature/maintaining phase may rely heavily upon cost management and quality control. Ultimately, the techniques used by management should assist the business in achieving its short-term and long-term goals through effective decision-making.

For your Final Paper, you will analyze the role of managerial accounting in two parts. Part I will provide a general overview of managerial accounting. Part II will provide examples of how managerial accounting theories and principles are applied in the business world.  You may find it helpful to reflect upon your own professional experiences for examples.

Part I (three to four double-spaced pages, excluding the title and reference pages)
Present the following:

• Define managerial accounting
• Describe the role of managerial accounting and the management accountant in a business or organization
• Describes ethical issues/concerns for the management accountant
• Describes at least three managerial accounting techniques available and their application within a business or organization

Part II (Four to six double-spaced pages, excluding the title and reference pages)
Select at least three of the five topics identified below:

• Cost Management Techniques
• Costing Methods
• Capital Investment Decision Techniques
• Budgeting
• Quality Control

For each topic selected, present real world examples of the application of managerial accounting techniques within a business or organization. Examples may be gathered from your own professional experiences or from case studies obtained from credible sources (excluding textbook examples explored in previous weeks). Presentation of each example should include how a managerial accounting technique was applied in the business or organization’s decision-making model. Be sure to support your example with calculations when applicable.

Writing the Final Paper
The Final Paper:

• Must be eight to ten double-spaced pages in length, and formatted according to APA style as outlined in the Ashford Writing Center.
• Must include a title page with the following:
  • Title of paper
  • Student’s name
  • Course name and number
  • Instructor’s name
  • Date submitted
• Must begin with an introductory paragraph that has a succinct thesis statement.
• Must address the topic of the paper with critical thought.
• Must end with a conclusion that reaffirms your thesis.
• Must use at least five scholarly sources.
• Must document all sources in APA style, as outlined in the Ashford Writing Center.

Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment.