Part A
Question 2
a) Discuss two (2) advantages and two (2) disadvantages of external recruitment
Filling position with external candidates have many advantages and disadvantages. One of the advantages of external recruitment is the organisation possible to widen choice of applicants by having pool of candidates. Therefore, the manager can choose the better person for the job. For example, a manager has many choices to choose person with better skills and qualification in order to be appoint as his workers.
Another advantage of external recruitment is new insights skills and know-how can be introduced into organisation. New workers from outside organisation will bring new ideas and insight to solve problem in the organisation with different method. Different method will bring different impact on the problem.
On the other hand, one disadvantage of external recruitment is high cost of recruitment process. More money is needed for the advertisement in the newspaper. Providing training to new workers also used a lot of money.
Another disadvantage of external recruitment is frustration among existing employees. Existing workers will frustrate if they are not being promoted with their favour job position. Their frustration will lead to the problem of absenteeism which will affect the productivity of the organisation.
b) Differentiate between job description and job satisfaction
Job description is a written statement that describes the list of job duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities whereas job specification is a list of human requirements, skills and abilities of an individual needed in a particular job that is the requisite education, skills, personality and so on that the job holder requires to perform the job satisfactory.
Besides, job description describe the nature of the job providing information on the tasks, duties and what employees are expected to do on the job while job specification describe about the skills needed to perform a job satisfactorily.
Apart from that, job description is supposed to be given to the new worker when he/she first time reports duty while job specification does not need to be given to new workers.
Last but not least, job description will be given on the first day when the new workers start working. It tells who is supposed to do what and hand report to whom. It also tells the category and location of the job. On the other hand, job specification will be given to interviewee during the process of interview. It lists specifically the workers characteristics needed to perform a job.
c) Explain four (4) uses of job analysis information
The result of the job analysis process helps the human resource manager to carry out human resource management functions. There are several uses of job analysis which are:
1. Selection
The manager and supervisor will use job description and job specification to select and orientate the employees. They select the workers that can work for them. For example, manager will select qualified workers that can work efficiently using their available skills and experience in working.
2. Compensation
Management must estimate the value of one's job in term of employee's skills, effort and responsibilities as well as the environment, hazard at the work place so that the management could provide accurate compensation for the particular post. For example, managers need to identify their employees before providing company's car to them. The managers also need to know the salary of their workers.
3. Performance Appraisal
The requirement contained in the job description can help explain the criteria to evaluate the post holder's performance. Performance standard against which the job holder's performance need to be determined in order to judge employee for promotion and etc. For instance, the manager will evaluate his workers in term of their efficiency toward finishing their given task before they can be promoted to other job positions.
4. Career Development
Job analysis provides information needed for succession planning and career. For example, if the worker do job as a clerk, the manager needs to know what type of work and task that the clerk can do and where can the clerk further his/her career.
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