Pressuring HR for Change
Generally, employees and supervisors consider the job analysis process and the development of job descriptions as a low priority, perhaps with the exception of when an employee can achieve a pay increase through the process. Historically, the process has been paper-based, but there is no reason for this to be the case now. Consider your experiences with the job analysis and job description process. Share what you feel has been good, what could be improved, and how would you go about changing it. Does the time spent on these activities add value?
•What do you think are the forces pressuring HR to change the traditional approach to job descriptions? Why do you think this is so? Explain and justify your claims.
•Do you feel job descriptions are still relevant? Explain why or why not.