Chapter 4 Discussion Posts

1. Concept and Brief Description
2. Emotional Hook (provocative question/claim/real-life problem)
3. Key Points to Elicit in Discussion
4. Facilitative Questions


1. This chapter covered the actual “job” aspect of HR. How do you define a person’s job? Is it a good thing to define their job? HR professionals are expected to be able to quantify the company’s output in terms of employee input. The quantity of workers and the quality of each individuals work determine the mix that the HR professional must assess. Work flow analysis is the official process by which HR pros figure this out.
2. Do you wish your job description was more detailed or less? If your job didn’t come with a description, do you wish it did? Why or why not?
3. Job descriptions are a list of TDR’s (tasks, to do’s, and responsibilities.) They help employees, especially new ones understand what is expected of them and what they are required to do. Beyond job descriptions are job specification, which outline the KSAO’s of the job (knowledge, skills, abilities, and other characteristics.) I feel both are essential for employees to be able to hit the ground running and have a positive experience fulfilling their duties.
4. Have you ever been in a position where you had to write a job description or job specifications? How did you go about determining what were the most important task, to do’s, responsibilities, knowledge, skills, and abilities? If you had to rewrite your own job description with the understanding you now have of your job, what would you write?