which of the following describes how might human resources best make use of a set of questionaires completed during job analyses
they might use them to recruit workers with additional experience
they might use them to develop a plan to sell the company
they might compare the level of responsibilities required in different jobs at the same level
they might use them instead of conducting employee evaluatons
They might compare the level of responsibilities required in different jobs at the same level.
The best use of a set of questionnaires completed during job analyses by human resources is to compare the level of responsibilities required in different jobs at the same level. This allows HR to gain insights into the specific tasks and skill requirements for each job, and compare them for the purpose of establishing consistent job descriptions, compensation structures, and career development paths within the organization.
To determine how human resources can best make use of a set of questionnaires completed during job analyses, we need to understand the purpose of job analyses. Job analyses are conducted to gather information about various job positions within an organization, including the tasks, responsibilities, qualifications, and required experience.
In this case, the options provided are:
1. They might use the questionnaires to recruit workers with additional experience.
2. They might use the questionnaires to develop a plan to sell the company.
3. They might compare the level of responsibilities required in different jobs at the same level.
4. They might use the questionnaires instead of conducting employee evaluations.
Among these choices, option 3, "they might compare the level of responsibilities required in different jobs at the same level," best describes how human resources can make use of the questionnaires completed during job analyses.
By comparing the level of responsibilities required in different jobs at the same level, human resources can identify any gaps or inconsistencies in the job descriptions and requirements. This information can help them in various HR functions, such as:
1. Establishing fair and consistent compensation packages.
2. Improving or developing more accurate job descriptions.
3. Identifying job-related training and development needs.
4. Creating or revising career progression paths within the organization.
5. Determining appropriate job titles and levels.
Using the questionnaires for employee evaluations (option 4) is not the most appropriate choice since job analyses and employee evaluations serve different purposes. Employee evaluations typically focus on individual performance and goal attainment, while job analyses focus on understanding the requirements and characteristics of the job itself.
In conclusion, human resources should make use of the questionnaires completed during job analyses to compare the level of responsibilities required in different jobs at the same level, enabling them to improve HR functions related to job descriptions, compensation, training, and career development.