How do you develop a job analysis program? (1) Define the Job: Begin by writing a clear and concise job description for the position in question, including duties, responsibilities, and reporting relationships. This will serve as an important reference tool for all other aspects of the process. (2) Conduct Interviews with Employees/Supervisors: Meet with employees currently involved in similar roles or their supervisors to gain insight into what knowledge and skills are required to be successful in the role. Ask questions about work tasks and processes that need to be performed on a regular basis too. (3) Create List of Tasks & Competencies: Develop a list of all relevant tasks related to the job that must be completed, as well as any essential competencies (such as problem solving or communication) needed by incumbents performing these tasks effectively. (4) Determine Essential Qualifications. (5) Identify Measurement Standards & Methods. (6) Implement Program & Monitor Results: After everything is finalized review all information collected through interviews and surveys before implementing changes across departments.
Related to the mini-case discussed in class today: Is non-discrimination on the basis of classifications such as those protected under in the EEOC reading a fundamental universal right, regardless of the country/location/culture/religious context of a business or its home country? Or is such non-discrimination variable as a right, depending on culture, etc.? What if customers in a particular country or culture have a discriminatory preference-for example, if customers in a particular industry or culture statistically have a greater preference for interaction with someone of a specific gender, race, nationality, etc.? Should companies be permitted to consider such a customer preference in their hiring and employment practices? Why or why not?
Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. I believe that this should be enforced regardless of the country/location/culture/religious context of a business or its home country.
In the case, “Protecting Against Birth Defects”, discussed in class, the company had policies that prohibited women without proof of infertility from working with chemicals associated with birth defects. I disagree with the policy of this company because it discriminates on the basis of gender. Although the risks associated with the children of women working around these chemicals was higher, the offspring’s of men also faced similar risks. It is unfair to have this policy in place only for women. A fair policy would have been demanding proof of infertility irrespective of gender. The company will need to protect itself from future litigations if a child was born with defects. Although the company could have clearly stated the risks involved to all employees regarding birth defects, it does not protect the company against future lawsuits by th
