Page 61 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes 3. Distinguish between job description and job specification. What precautions should be
taken while preparing them?

4. Construct a form for a sample job description. Why is a job description necessary before
developing a job specification?

5. Describe the process involved in conducting a job analysis.
6. Describe three methods of analysing jobs, including some advantages and disadvantages
of each method.

7. Why is job analysis the foundation of many other HR activities?
8. Why is a competency-based job analysis more difficult to conduct than the traditional
task-based approach?
9. Explain how you would carry out a job analysis in a company that had never had job
descriptions.

10. Place yourself in the position of being the head of a service department. How might
formally written job requirements help you manage your work unit?

11. 'Although systematic in nature, a job description is still at best a subjective result of a job
analysis." Why or why not? Discuss.

12. If you have to do job analysis, which steps do you follow in doing so?
13. Are job descriptions really necessary? What would happen if a company decided not to
use any job descriptions at all?

14. Jobs and the nature of work itself are dramatically changing in our information-based,
global economy. How will the emerging patterns of work affect the nature of organizational
participation, the nature of our jobs and the process we employ to conduct job analyses in
the future?

15. One of the common reasons advanced for not conducting job analyses is the substantial
cost that can be associated with such an undertaking. Present a more balanced perspective
by identifying both the various benefits of conducting job analyses and the incremental
costs that may occur if the process is not instigated.

Answers: Self Assessment

1. (ii) 2. (iii)
3. (v) 4. (i)
5 . T 6. F
7. F 8. T

9. F 10. T
11. T 12. F
13. F 14. T

15. F

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