Human Resource exam questions Coursework Example | Topics and Well Written Essays - 1750 words

Human Resource exam questions - Coursework Example This eliminates conflict of interests, through hindering individuals from undertaking some tasks, exert authority or interfere with certain duties outside the confines of their jobs (Schwind, Das, & Wagar, 2010). Job analysis creates order, discipline and responsibility, by defining the duties and responsibilities of each worker (Schwind, Das, & Wagar, 2010). Additionally, Job analysis helps in preparing job description and job specifications necessary for hiring the right individuals for a job (Schwind, Das, & Wagar, 2010). Observation and interview methods of collecting job analysis information are recommended. This because, through observation, the investigator has an opportunity to get first hand information, since he/she can observe the tasks as they are being undertaken. This improves the validity of the information obtained (Schwind, Das, & Wagar, 2010). Interview method allows an opportunity for employees to give their suggestions on top of the already existing tasks. This im proves the nature of the information collected (Schwind, Das, & Wagar, 2010). Job description refers to a factual statement of the duties and responsibilities that are involved in a certain job task (Schwind, Das, & Wagar, 2010). ... Under this approach, an organization looks at its labor audit data, where it observes patterns such as the hiring, retirement, turnover and productivity (Schwind, Das, & Wagar, 2010). The approach is applied based on an assumption that the trend will remain stable. Therefore, an organization plans to increase or decrease their labor force, depending on the past trends, which are used to predict the future patterns (Schwind, Das, & Wagar, 2010). Depending on the predicted future situation, an organization can hire, reduce or maintain its work force. This approach is advantageous in that, it helps the organization predict its future demand and supply needs, based on the real data and experience that the organization has had in the past (Schwind, Das, & Wagar, 2010). However, the limitation is that the future needs may vary with the past and the current patterns, making an organization experience either a shortage or a surplus of human resources in the future (Schwind, Das, & Wagar, 201 0). Replacement chart This approach entails focusing on the available positions within an organization, and planning on how such positions will be taken up by internal employees, when their occupants exits the organization (Schwind, Das, & Wagar, 2010). This approach is futuristic, aiming at ensuring that all the key positions of the organization has potential replacement, while also planning for the occupation of other positions that might arise out of the expansion of the organization. This approach is beneficial since it ensures that the operations of an organization are not disrupted due to exits from the organization. The limitation for this approach is that the potential candidates