Read at least 4 peer reviewed journal articles on strategic planning and write a

Question

Read at least 4 peer reviewed journal articles on strategic planning and write a 4 page report. Provide your take/analysis on the material read and tell me how you would relate/apply it to Production and Operations Analysis. Please show references / citation Read at least 4 peer reviewed journal articles on strategic planning and write a 4 page report. Provide your take/analysis on the material read and tell me how you would relate/apply it to Production and Operations Analysis. Please show references / citation

Explanation / Answer

Job analysis is an essential task for each and every organisation to maintain quality in the jobs inside an organisation. Specific terms on job analysis create a better working environment by providing better jobs to their employees. By having a specific job analysis a manager can easily increase its overall efficiency of the team as well as different aspect of the teamwork. Job analysis methods are an essential tool to carry out an analysis on the need of the specific employee for the organisation.

Basically the job analysis is carried out to assign it to the specific individuals as well as a group of individuals. To carry out duties as well as responsibility for the specific individuals job analysis is very essential. Studying the overall structure as well as different aspects of the job is called nature of job and it requires responsibilities which are allocated in the scope of the job analysis.

Three job analysis methods are as follows

1. Observation method

2. Interview method

3. Questionnaire method

Observation method

In this type of job analysis method, job analysis record each and every activity of an employee and keeps and I on the employees performing as well as non performing tasks. He looks after if the employee is able to fulfill or un fulfill his responsibilities.

Some advantages of observation method are as follows

• It creates an opportunity for access to the situations and to the people wear questionnaires and interviews are impossible all the most appropriate research methods to use.

• It can be used to analyse the real life working environment and situation.

• It provides a better explanation of meaning as well as content.

• The data available by these observational research is validated and provides more depth.

Some disadvantages of observational method is as follows

• It can be very very time consuming which reduces the overall efficiency

• It is totally dependent on the role of the researcher.

• It can give out negative impacts on the researched employees as per the situation

• It can also be viewed as being very subjective

Interview method

In this method the employee is interviewed by an interviewer in which the interviewee comes up with us on ideology as well as work style. Usage of the particular techniques and skills while performing their jobs as well as wearing the insecurities in their careers could be easily analyse with the help of the interview method.

Some advantages of interview method are as follows

• In an interview method the correction of animation of standing can be rectified very easily as both of the parties are physically present.

• Relationship between the interviewer and the employee can be developed through an interview.

• By interviewing job analysis method we can select the most eligible and suitable candidate for the job.

• Selection of a candidate is done very quickly as compared to other methods

Some disadvantages of interview methods are as follows

• False information can be provided in an interview and this would leave the process in completed.

• Les field oriented questions can be asked which lead the interviewer as well as the interviewee to disappointment

• The process of arranging in interview as well as going through it takes a lot of time which is a very negative point.

• Personal matters cannot be involved in a professional interview as well as job analysis method which is the major drawback.

Questionnaire method

In this method employees are asked to filled up of questionnaires which is made by their superiors as well as the managers. This specific interview is based on effectively collected data from the organisation and then later using it to provide improvisation in the questionnaire.

Some advantages of questionnaire method are as follows

• Question answer very cost efficient because there is no specific medium required other than a piece of paper or some electronic medium.

• As the questionnaires are based on the collected data from the organisation they are very practical in terms of getting proper feedback.

• Questionnaire provide results in a very good speed which can be connected and interpreted quickly.

• Questionnaire are easy to create and need less complication as well as skills to create them.

Some disadvantages of questionnaire methods are as follows

• Questionnaire can increase the overall level of dishonesty in filling the questionnaires.

• There is no way to determine if the employee has interpreted the original Idea behind the asked question.

• It is very hard to convey feelings or emotions through a questionnaire which cannot capture the overall response of the employees.

• In questionnaires mostly some questions are skipped which makes it less efficient job analysis method.

This analysis methods provide specific support to the overall decision making inside an organisation by having an opportunity to directly have specific information from interviews as well as different aspect of job analysis method. Job analysis methods are highly complicated as well as simple and they provide specific rigid data which can be used for implementing new strategies into the organisation as well as implementation of different type of tactics. By having an ability to communicate between two terms, level of Human Resource Management implementation could be easily increased.

Interviewing an employee for an organisation for the specific job is a finest example of a job analysis method in which the overall qualities of the specific employee is tested and implemented into the organisation. In this type of job analysis Interview method is used and directly carried out the specific usability of the employee for the organisation and also determine if the specific interviewee visible for the job or not.

All in all we can see that job analysis is an essential task for each and every organisation for determination of a better position of the jobs inside an organisation. Job analysis method implemented into the human resource management system of your organisation you can easily increase the overall efficiency as well as productivity of the organisation. Job analysis methods provide an extra support to the decision making as well as new strategic implementations into the organisation which directly leads the company for better profit as well as efficiency.

Some tools for analysis of organisational project procedures are as follows.

• Gantt chart

This specific type of scheduling chart is horizontally plotted and each and every activity inside the project is shown in a form of a bar. Bar are prioritised depending on the specific task dependency as well as availability of resources. Bars can run in parallel or can be sequential. Bars plotted for the start of the date at the earliest. It provides a proper comparison to the plan when it was planned out.

• Schedule network analysis

Disc scheduling method is based on the graphical display which spans across the page creating a relationship with logic between each and every element of the specific work. It is done in a chronological order and goes from initial planning to the project completion. In this type of scheduling regular monitoring diagram is made to check the project's on track status.

• Critical path method

Critical path Method can be defined as a sequential string of activities which is responsible for taking longest time in a project for completion. The proper analysis of the dependency between two tasks in the sequence in a project or workflow can be analysed with critical path method technique.

Critical path method is usually determined by adding or all the specific time is given for each and every individual activities in which a specific project can be completed.

• Program evaluation and review technique

This is an advanced version of critical path method and differs from it while measuring the critical data. This specific technique allows better uncertainty and also obtained more samples as compared to the critical path method. The shortest time, longest time as well as most likely time is obtained for estimation of the critical time with the usage of the program evaluation and review technique.

• Schedule compression

With the help of crashing technique by using extra resources then it was usually plant for the task or job or tracking or adjusting the schedule for the specific mindfulness cost of the task dependencies are done in schedule compression. In this type of method more activities then the plant ones are done in the parallel time.

• Risk multipliers

Specific term is used to win a resource contingency for the specific jobs which are considered as a highly risky job inside a project management and provide support to the overall structure of the project.

• Research Tools and techniques

Levelling is one of the main technique which is used as a resource tool. By adjusting all the activities inside a project and to directly maintain and efficiently use the resources to obtain more critical activities. Just like the levelling, critical chain method is used to provide extra time do the project bye extending their start and end possible dates who's better resources. Resource histogram is a column chart that specifically tells about the resources which are used in a project over the time.

By using the above scheduling methodology as well as tools we can easily increase the level of implementation of different observational methods for the project or the organisational procedure. These specific tools provide extremely streamline structure for a project management scheduling. Efficiency and correctness of these specific tools are very good help the overall efficiency and productivity of the organisation is increased

references

http://www.whatishumanresource.com/job-analysis

https://www.thebalance.com/job-analysis-1918555

http://vle.du.ac.in/mod/book/view.php•id=12758&chapterid=27117

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