Discovery and Design Project

 Prior to beginning work on this assignment, review this week’s readings and Weekly Lecture.

You are the new HR leader for a small manufacturing firm located in the Midwest. During your interview, the owner of the company expressed an urgent need for a complete staffing review due to the fact that a substantial amount of technical change had occurred at the plant over the past decade without regard to the job description or the requirements of the position.

Establishing the proper staffing process is important to reaching a successful outcome. You must have a firm understanding of how you will accomplish the task of reviewing the actions and behaviors of each role and/or position within the organization. The owner of the manufacturing firm has asked for a structured three-section report explaining how the project will be accomplished and where the process will begin. With the concerns of the owner in mind, you will develop a detailed report, defining the process, the reasoning for conducting the job analysis, the resulting job design, and the performance evaluation process for each position and/or role within the organization.

Your project must be designed in such a way that is understandable to both administrators and subordinates and comprehensive in the results.

Section 1 – Job Analysis (Three to four pages and two scholarly resources in addition to the text.) Use keywords and HRM language that are connected to each of the header areas. Include resources that support your findings.

• Part 1 – Explain your reasoning for the purpose of the job analysis and the relationship to individual needs and corporate strategy. Evaluate why it is important to perform a job analysis for the positions within the organization.
• Part 2 – Describe an analysis tool that would be most appropriate for this particular project. Explain the reasoning for your selection and your desired outcomes. Indicate the type of information that will be delivered via the analysis tool.
• Part 3 – Identify specific external resources available to HR, and explain how they will be used to provide occupational data and descriptors.
• Part 4 – Summarize the assumed data to be defined during analysis. Explain why the content is important to job design and performance evaluation.

Section 2 – Job Design (Three to four pages and two scholarly resources in addition to the text)

• Part 1 – Create a job description for the organization based on the proposed data delivered in Section 1. Specifically identify each section of the job description, and defend the importance of each to the selection process. This should be a description of the template, not a job description for a specific job.
• Part 2 – Explain how the required employment and labor laws (BFOQ, ADA, EEO, and OSHA) are incorporated into the job description. Evaluate how the organization will account for the deployment of these laws.
• Part 3 – Based on your research, explain why the chosen design is appropriate for the organization.

Section 3 – Performance Appraisal (Three to four pages and two scholarly resources in addition to the text)

• Part 1 – Explain the purpose and intended outcomes of a performance appraisal. Evaluate the proposed job description (Section 2), and describe how the elements of the job description will be measured.
• Part 2 – Develop a performance appraisal using the measureable actions defined within the job description.
• Part 3 – Explore the challenges and opportunities that a performance appraisal adds to the overall job analysis and job design process.

Summary

Provide an overall summary of the proposed structure for the staffing review as requested by the owner of the organization. Briefly describe each section of the plan, and defend why your choices will provide the information needed for a successful outcome.

The Discovery and Design Project

• Must be 10 to 12 double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style (Links to an external site.) resource.
• Must include a separate title page with the following:

  Title of paper
  Student’s name
  Course name and number
  Instructor’s name
  Date submitted

• For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.).
• Must use at least six professional or scholarly sources in addition to the course text(s).

  The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.

• Must document any information used from sources in APA Style as outlined in the Ashford Writing Center’s APA: Citing Within Your Paper (Links to an external site.) guide.
• Must include a separate references page that is formatted according to APA Style as outlined in the Ashford Writing Center. See the APA: Formatting Your References List (Links to an external site.) resource in the Ashford Writing Center for specifications.

originalNo plagirism

10/19/2020 Week 6 – Weekly Lecture: HRM620: Job Analysis and Design (HRB2039A)

https://ashford.instructure.com/courses/72875/pages/week-6-weekly-lecture 1/2

 Weekly Lecture

Week 6 Lecture

In Week 6, students will utilize the skills developed throughout the course to create a comprehensive
staffing procedure. Additionally, students will identify the necessary components of job analysis, job
design, and performance appraisal. Last, students will rationalize the reasoning behind the tasks
related to job analysis, job design, and performance appraisal.

Job analysis and job design lay the foundation for many different human resource functions and
responsibilities. Without proper analysis and design, the organization might endure gaps related to
process and production. The outcomes of analysis and design are pivotal to performance evaluation
in that each defines the criteria for which measurement will occur. Week 6 moves through each of the
concepts based on a real-world scenario. Your role is to make wise decisions related to each process
for the most successful outcomes. Reach back and utilize all the concepts discussed throughout the
course to support your decisions and design.

The position of Human Resource Manager is not for the faint of heart. You must have grit, self-
confidence, knowledge, and a determination to do what is best for the organization and the
individual. The Human Resource Manager must be a strong strategic partner and have the
wherewithal to do what is right and the ability to objectively make decisions.

As you approach the final project reconnect with the knowledge gained throughout the course to
develop a practical job analysis and design package that is measurable and credible. Use the final
project as practice for future projects and career challenges. Once the project is complete, you will
know in your heart and mind that you are skilled and capable of maneuvering through the entire
process utilizing the right tools as warranted by the needs of the organization. Review the concepts

10/19/2020 Week 6 – Weekly Lecture: HRM620: Job Analysis and Design (HRB2039A)

https://ashford.instructure.com/courses/72875/pages/week-6-weekly-lecture 2/2

provided by our authors’ and speakers during the class. What are the key points that drive successful
outcomes and must be included in the overall process? Does your final project connect position
questionnaires to the analysis, the analysis to the description, and the description to the performance
evaluation? Are the outcomes measurable?

Take your knowledge and develop a process that is clear and achievable. Know the reason why
behind your choice of templates and evaluation. If you are unsure of the task at hand, use your
knowledge to research the process until you are comfortable with your decisions.

The content of this course is detailed, necessary, and sometimes a bit confusing. As we wrap up the
six weeks with the final assignment being a collaboration of job analysis, job design, and
performance evaluation we must accept the fact that not everything fits into a nice neat package.
Due to time management or perhaps lack of resources, there are times that you may have to decide
about the path you will take to accomplish a task. Our last discussion looks at the options and helps
with the decision-making process for reshaping the task.

The purpose of this discussion is a reminder that the role of Human Resource Manager must be fluid
and adaptable to the task at hand. It is important to look at the entire process and not be pushed into
making a decision that may not be in the best interest of the organization. The intended outcome of
the task is to develop confidence in both the process and your decision-making skills based on the
needs of the organization and the individual. The more exposure to the steps required to complete
the process, the more confidence you will gain in your skills and abilities.

Go to top page