Human Resource: Job Analysis and Staffing Methodology

This article discusses the importance of job analysis in identifying critical positions in a company and the use of application-to-interview-to-hire process in supporting the company's budget and hiring timing.

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Human Resource
Student’s Name
Institution
Date

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1. One example of a job analysis which is a critical position in the company
A task-based job analysis is a good example that is critical to the Human Resource Director.
The director plays an essential role in the operations and functions of an organization. Therefore,
it is vital to make sure that the job analysis used helps an organization to know if the director is
up to the task ahead (Paauwe & Boon, 2018). Looking at the case study, there is one aspect that
is evident, and that is the need to have a director who understands the needs of the company. A
task-based analysis will help to know if the director is capable of making sure that the high
demand for products in the community is met. The task-based is broad, and this is because it
looks at the task, duty, and responsibility thus covering all the critical aspects.
2. Selection Method: Describe the staffing methodology, and explain how it will
support the company’s budget and hiring timing
The staffing methodology that will be essential in this case is application-to interview-to
hire process. The method is vital because it looks at the continuity of the hiring process. At the
same time, it looks into ways of saving time for the company and the candidate as well. The
methodology also creates a good relationship between the organization that is hiring and the
candidates that are being recruited. The reason behind it is because it establishes a routine and
pattern that is well known. The methodology also supports the company's budget in different
ways (Siddique, 2004). The first way is associated with the continuity of the method. In the case
of Motors and More Inc., the budget will be supported because the employees will assume their
responsibilities as soon as they are vetted. The second way is the use of an interview to attain
data from the potential employees. Face to face interviews have proven to be the most effective
ways of collecting crucial data, and at the same time, they do not incur a lot of costs, and this is

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because all that is needed is the interviewee and the interviewer. The continuity of the
methodology also helps the company to meet its deadlines because it can easily plan and allocate
time to the method. The methodology fits the needs of the company entirely. The company is
experiencing a shortage of employees, and the methodology is fast and less costing. Therefore, it
means that the needs of the company will be met fast at a relatively lower cost.
External recruitment method will come in handy in the case of Motors and More Inc. The
reason behind it is associated with the environment of the company. It is evident that the location
where the company is situated has a low percentage of unemployed persons and therefore it
would be better to target other areas. With the advanced technology, the company will not incur
costs, and this is because it can recruit employees online. As a result, the budget of the company
will not be affected, and at the same time, the hiring timing will be accurate, and this is because
online recruitments provide an immediate response.

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References
Paauwe, J., & Boon, C. (2018). Strategic HRM: A critical review. In Human Resource
Management (pp. 49-73). Routledge.
Siddique, C. M. (2004). Job analysis: A strategic human resource management practice. The
International Journal of Human Resource Management, 15(1), 219-244.