SPRING - 2022

Critical Analysis - Strategic Hiring: Using Job

Laura Lohman Queens University of Charlotte
Analysis to Effectively Select Online Faculty.

MOHAMMAD ALI SHAIKH

20191 -25765
INTRODUCTION
The phenomena of online hiring of the teachers are not given due attention, but it is very
essential to explore the strategic side of this phenomena as exponential teachers will provide
quality education to the students, which is very essential part of the education business. This
article basically caters to this need and talks how job analysis can work as a functional for hiring
online faculty. The other aspects discussed in this article are the basic and fundamental human
resource practices used to articulate coherent job analysis for effective recruitment and selection
process of the hiring online faculty. These discussed strategies will help the institutes in hiring
the online faculty, aligned with their vision, mission and goal as an institute.

JOB ANALYSIS DEFINITION IN HUMAN RESOURCE MANAGEMENT

PERSPECTIVE
A systematic method for collecting and examining information about significant components of a
job is called job analysis. It helps in studying environment, knowledge and skills needed for
upholding a task within the organization. It discus about the key KPI’s of a job.

It not only works as a hiring tool, where as it used by organizations human resource departments
to evaluate employees appraisal, employee retention strategy, as well as for employee growth
and compensation.

CRITICAL ANALYSIS OF DATA SOURCE AND COLLECTION

METHOD
Data collection is one of the processes of the job analysis as reviewing past data, or collecting the
new data about a specific job help in redesigning the job analysis process and helps in reaching
to a conclusion more effectively.

Monitoring of entrants, who does the job independently, questionnaires, activity checklists,
interviews, critical incident technique, work diaries, and existing records can all be used to
obtain information about a job.

-ADVANATAGE: The process of data collection saves the organization from going default on
the process of job analysis, as reviewing the collection of the data from different sources gives
one a perspective about a job. This saves a lot of time and effort at the time of recruitment and
hiring of a candidate, because the collection method involved in data collection vary from
qualitative to quantitative methods.

-DISADVANTAGE: Sometimes getting deep into numbers and analysis of the data one can get
lost and can divert its strategic approach of developing a job analysis based on companies
mission and vision statement. This will cause the long-term goals to be tempered as employee
deficit or employee surplus can occur in the future which is very difficult to predict through data
collection, until unless perform a SWOT or a PESTEL analysis on the company objectives and
goals.

CRITICAL ANALYSIS OF DISTINGUISHING JOB ANALYSIS FROM

COMPETENCY MODEL

The post liberalization era was a reconning age for human resource management, as traditional
human resource management came into existence, which later on solidify into other dimensions
of the human nature, such as amalgamation of talent management with the traditional human
resource management. According to the traditional job analysis process it is assigned to one
specified job, it being assessed on past information, and data analysis was considered major part
of it, whereas, if you see competency model it focuses on organization, it is based on future
approach and considered that the individual behavior can be shaped.

The usage of both the models within the organization is not discouraged, as employee selection
process is based on validity, and the process which perpetuate the organizations objective
keeping the KSA’s intact will be considered valid for the given organization scenario.

-ADVANTAGE: The advantage of the job analysis is that it talks about the holistic approach
based on the past occurrences which helps in better evaluation and provides much better validity,
whereas the advantage of the competency model is that it focuses on the future needs of the
business and align its strategies according to it, and competency model also conveys the idea of
molding down individual behavior – a new entrant – according to organization culture, a lot of
MTO programs use this strategy while hiring and recruiting fresh graduates.

-DISADVANTAGE: The disadvantage of the job analysis is that it not focuses on the future
predictability of the business and only focuses on validity, whereas, the disadvantage of the
competency model is that even after being so dimensional it is not considered as a valid selection
tool by many organizations.

CRITICAL ANALYSIS – TRADITIONAL AND STRATEGIC JOB ANALYSIS

Traditional job analysis is considered a stepwise process of collecting data about a specific job,
through interviews, surveys, and questionnaires. These data collection methods are performed on
supervisors, new entrants, and field experts.

The rapid change in organization culture demanded in the change in approach that how a job
analysis should be done?

The answer to this was the strategic job analysis where the approach of the job analysis is based
on future goals and organizational environment, although it is also a stepwise process on its own.
The what if questions are asked in interviews and questionnaires. The analysis of the strategy
document is the key to strategic job analysis.
-ADVANTAGE: Usage to traditional job analysis for achieving short – term organizational goal
is every efficient as it strongly focuses on the present needs of the organization and link KSA’s
with the job tasks and behavior very efficiently. The advantage of the strategic job analysis is
that it helps the company to do an environmental analysis in the process of job analysis, which
curbs the risk of failure in the future as future – oriented job analysis is performed at this stage of
the process, as well as, achieving long – term goals through strategic job analysis becomes
comparatively easy.

-DISADVANTAGE: Traditional job analysis can’t be used for the long – term planning within
the organization as well as the approach is not holistic. The major disadvantage of strategic job
analysis is that it can’t be used on all jobs, because the KSA’s are designed specific to job.

CRITICAL ANALYSIS – CONDUCTING JOB ANALYSIS FOR ONLINE

FACULTY JOBS
It is important for online faculty jobs to conduct job analysis because responsibilities of such
jobs vary among different institutions. The differences can mainly be in course content,
development, etc. Since there are a variety of jobs when it comes to online teaching so their
KSAs are also prioritized with accordance to the need of every institution

-ADVANTAGE: Facilitates the monitoring of curriculum and progress objectives. This can

help in the future for the evaluation and advancement of the processes used.

-DISADVANTAGE: Nobody can really assess psychological capacity using Job Analysis
methodologies. While looking for online faculty jobs it seems to be one of the important
attribute.

CRITICAL ANALYSIS – INITIAL STEPS

-ADVANTAGE:

-DISADVANTAGE:

CRITICAL ANALYSIS – IDENTIFYING JOB TASKS

-ADVANTAGE:

-DISADVANTAGE:

CRITICAL ANALYSIS – RATING JOB TASKS

-ADVANTAGE:

-DISADVANTAGE:
CRITICAL ANALYSIS – DERIVING KSAs
-ADVANTAGE:

-DISADVANTAGE:

CRITICAL ANALYSIS – RATING KSAs

-ADVANTAGE:

-DISADVANTAGE:

CRITICAL ANALYSIS – LINKING KSAs TO TASKS

-ADVANTAGE:

-DISADVANTAGE:

CRITICAL ANALYSIS – CREATE SELECTION PLAN

-ADVANTAGE:

-DISADVANTAGE:

CRITICAL ANALYSIS – USING JOB ANALYSIS IN RECRUITMENT

AND SELECTION
-ADVANTAGE:

-DISADVANTAGE:

CRITICAL ANALYSIS – JOB AD WORDING

-ADVANTAGE:

-DISADVANTAGE:

CRITICAL ANALYSIS – EVALUATION OF WRITTEN APPLICATION

MATERIALS
-ADVANTAGE:

-DISADVANTAGE:

CRITICAL ANALYSIS – INTERVIEW QUESTIONS

-ADVANTAGE:
-DISADVANTAGE:

CRITICAL ANALYSIS – WORK SAMPLE TESTS

-ADVANTAGE:

-DISADVANTAGE: