Gregory Williams Job Analysis Essay

A job analysis will be conducted in order to determine the validity of Mr. Gregory Williams’s grievance claim against Comfort Assisted Living (CAL). Mr. Williams, currently the Senior HR Specialist for Comfort Assisted Living believes that the recently posted Deputy Vice President of Human Resources position entails duties he already performs and therefore he should be promoted to this role, rather than CAL posting the position for other candidates to apply. As described by SHRM (2017 ), a job analysis is a logical study of a job to determine which activities and responsibilities it consist of, as well as understanding each candidates individual qualifications necessary for performance of the job. The analysis will serve to determine the legitimacy

It is important to consult Mr. Williams himself, his direct manager, and other employees in the company that hold the senior specialist role. For example, which of the job duties take precedence and how do the skills, knowledge, and abilities of Mr. Williams relate to these duties. It is imperative to have input when analyzing the KSA’s. Since it has been years since the company conducted a job analysis for HR positions it is vital to offer a practical understanding of the role as well as interview numerous parties to obtain a clear picture. SHRM (2017) notes it is always preferable to use two methods when conducting information, and ideally the ability to collect information from the most qualified officers. Deciphering the most critical competencies, subject matter experts or SME’s can be consulted. Additionally, outside entities offer a clear determination of reasonable expectations without the possibility of bias. Mr. Williams’s evaluation will include a review of behavioral or disciplinary issues and interactions with other employees, as well as goals and objectives determining the next logical step in his career, including in alignment with the desired position at CLA. After the analysis has taken place, Mr. Williams will have a clear cut list of tangible goals followed up by a semi-annual review outlining his

Williams is a Senior HR Specialist at CAL. In order to determine if the Deputy VP of HR is a viable next step in one’s career from the Senior HR Specialist role, the evaluation method used is the job classification method. There are four approaches to evaluating a role; whole job ranking, job classification, point factor, and factor comparison. Job classification is described as, “Groups similar positions into job classes based on pre-defined class specifications” (hrcouncil.ca, n.d.). Therefore, the analyses will in tale a comparison of the current duties for Mr. Williams to similar job openings. “Value cannot be determined without external market” (McGraw Hill Higher Education, n.d.). A comparison chart will be used to demonstrate the difference in Mr. Williams’s current duties and the expected competencies’ for the Deputy VP of HR. Once there is a full picture of Mr. Williams’s duties and skills, the comparison can be made to the duties of the Deputy VP of HR role. This type of comparison to an external market allows transparent classification of Mr. Williams’s role at