Chapter 3 & 4 Questions

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3. Would it be better to first identify task dimensions and then create specific task statements for each dimension, or should task statements be identified first and then used to create task dimensions?

Beginning by creating specific statements then use the statements to create task dimensions would be the more efficient way. This way the job tasks are more likely to be included. The task statements might also not have the dimensions stated at first time it is written

4. What would you consider when trying to decide what criteria (e.g., percentage of time spent) to use for gathering indications about task importance?

5. What are the advantages and disadvantages of using multiple methods of job analysis for a particular job? Multiple sources?

Multiple methods of job analysis for a certain job involve cost and the response of the workforce. Smaller organizations may not have this type of funds in their budgets. Others may take the advantage of having experts find outsources useful and beneficial. Multiple sources also offer different information.

6. What are the advantages and disadvantages of identifying and using general competencies to guide staffing activities?

Identifying competencies can help an organization to focus on the key factors which are needed by all employees in the firm in order for them to be successful in their jobs as well as for organization to be effective. A competencies based approach can help an organization to enhance its flexibility and responsiveness to environmental change. In terms of weaknesses associated with focusing on competencies, it may be- difficult to identify which competencies are the most critical for the workforce.

7. Referring back to Exhibit 4.18, why do you think HR professionals were not able to accurately predict the importance of many rewards to employees? What are the implications for creating the EVP?

I think it is because employees values change depending on where they are in their life. For instance, during the recession job security was considered very important. When the economy is thriving, job securing takes a back seat to other rewards/benefits. The implications that this has on creating EVP is that the organization could be positioning the wrong types of value to the employee.