Development Plan

Development Plan

In my job analysis, I decided to use what was available to me in Chapter 5, Table 5.1 instead of reinventing the wheel. I found this to be effective for the purpose of this project. There are five methods used in the table:

Job performance: This method requires exposure to actual job tasks, as well as the physical, environmental, and social demands of the job. The disadvantage is this method is inappropriate for jobs that require extensive training or are hazardous to perform.

Observation: Direct exposure to jobs can provide a richer, deeper, understanding of job requirements and a description of what they do. The disadvantage of this method is that the work in question is primarily mental; therefore, observation does not provide useful information.

Interview: This method can provide information about personal standards. The disadvantage is that potential employees may be suspicious of interviewers and that the questions may be biased.

Critical incidents: This focuses directly on what people do in their jobs. The disadvantage is that it takes considerable time to gather data.

Structured questionnaire: This method is generally cheaper and quicker to administer than other methods. The disadvantage is that questionnaires are often time consuming and expensive to develop.

I chose the strategic planning method for my workforce planning system because it encompasses all of the methods that are necessary for success in any organization. To define the philosophy of why does the organization exist, I must ask myself what unique contributions does it make? I must also formulate statements of identity, purpose, and objectives as well as define the mission of the organization and what are its goals. Evaluating strengths, weaknesses, and competitive dynamics, what factors internal or external may enhance or inhibit the ability of the organization to achieve its objectives must also be considered. I must determine design--what are...