Organizational and Occupational Analysis
The transition or exchange of knowledge in scholarly work from tutor to learner has been a concerning factor to many education analysts over the years. The usual and ordinary way of classes has been the best way to do this but with the introduction of new technology for instance, the World Wide Web has put this notion to question. In reference to the subject matter this paper is set to analyse the use of video clips from the internet in passing information about occupational and organizational analysis in the Human resource field in enhancing the learning experience. The video clip used is a lecture from Prof.Dr Armin Forst that was retrieved from YouTube.
The primary objective of watching these video was to understand more about the subject matter which is ‘Organizational and Occupational Analysis’. The video is a HRM course work video that gives a comprehensive understanding of the occupational and organization analysis used to by HR executives to pass or educate their staff or learners in the HR field. On the other hand, the secondary objective was to analyse if the use of a video lecture is enhances the learning experience than a classroom lesson and if it can be used by human resources managers to educate their staff on work related issues.
Subject Matter Analysis
The information passed across by the Professor suggested that over the years we have seen organizations recruiting models shift from a centralized to a decentralizedrecruiting system, and in some specific case arecruitmentsystem. This consistency in shifting of the model underscores the fact that the most optimal approach uniquely varies based on the organization, its business strategy, and even current leadership. This shift is brought about by the fact that a centralized recruiting model is typically viewed as one that might have a greater degree of control and process as opposed to decentralized model which might offer greater flexibility and customization.
Organizational and occupational analysis as presented by Prof. Dr Torst (lesson reliability and accuracy)
In regards to organisational analysis the professor states that the challenge for any organization is to maintain a high level of service for the local customer, while maintaining corporate strategies, standards of excellence, and demonstrable progress towards business objectives. This challenge by his explanation is brought about by the fact that factors such as customer satisfaction and standards of excellence are ever changing and consequently affecting an organizations structure. In the process he elaborates on the benefits and limitations of both the centralized and decentralized recruiting model. For instance, centralized models offer coherence, consistency of process and strategy, while also providing certain economies of scale. Yet decentralized recruiting models could be more focused on the hiring manager and other customer’s needs, being more flexible and adaptive to changing business conditions.
In his organizations analysis he centres his attention to topics such as:
- Overall Market trends in recruiting
- Best practices in recruitment Organizational design
- Best practices in recruitment processes
- The relationship and interaction levels between recruitment & Human resources
The materials presented by the Professor are equally shared by Grynberg, et al. (2006). Through their manuscript ‘An evaluation of the terms of accession to the WTO’ they show how the recruitment patterns have changed over the years hence changing the ideal of origination learning and employing. ISO standards now require most organizations to evolve through international standards and adhere to a common global employee knowledge pattern in order to improve universal competition. In summary the professor in his clip is updated on the evolution of organizational standards and gives valid information as stated above.
In reference to occupational analysis the professor asserts that with evident change in organizational recruiting patterns it is clear to understand that there is a similar change in occupational analysis. The aspect of occupational analysis currently is done using two major concepts namely functional job analysis and comparative analysis.The professor through his clips states that:
Functional job analysis (FJA) is a process ofmaking and evaluating an organizations personnel analysis. This concept was initiallydeveloped by the Employment and Training Administration of the United States Department of Labour to make sure that the work force employed in its economy was the best it had.FJA presents standardized occupational statisticsparticular to the performance of a taskas well as the performerQuantitative approach. This scheme offers a job analysisthat fully employs an amassed inventory of the different tasks or work undertakings that can make up any job plusit assumes each job comprises of a five broad worker functions namely Task, Data, People, Worker Instructions, Reasoning, Math, and Language.This information goes hand in hand with David Szary concept of job analysis.
Comparative analysis is the comparison of workforce skill and ability to perform a task regardless of their geographical position in the world. The adoption of International organization for standardization certificaterequires that a number of qualities in human resources are kept constant in Human resource management.This has brought up a case where activities in Human Resource Development include conducting orientations to new employees, identifying, designing and carrying out training programs to increase employees’ skills and abilities.Concern for people means attracting, developing, and motivating the right employees and helping them to develop an appropriate culture and climate.
The professor’s concept of occupational analysis is similarly shared by Mackenzie and O’Toole, (2011) who through their book ‘Occupation analysis in practice’ explain the changes of occupational characters in the work place. More directly their elaboration on comparative analysis is not just based on work force skills and ability to perform but also ability to adapt to their environment and invent more enhanced skills in doing their jobs. This in turn provide an organisation with not only efficient staff but flexible which increases an organisations performance.
The video lectures presented a new form of learning hence engaged well with the target audience. His flamboyant nature is captured well into the lectures and hits the spot so to speak in engaging his audience considering the number of reviews the clip has had on YouTube. This helps learners of all kinds want to know more in the subject matter in question. The use of PowerPoint slides gave an animated view of the lesson and the playback nature enhanced the experience. Though the concept had limitations such as audio quality and responsiveness to real time quarry assistance it was an improved measure of passing information than normal classroom experiences hence can be used by HRM managers in teaching their staff. The videos by the professor as explained are very engaging and informative. In summary the professor’s work is well placed to meet the needs of various audiences around the world
The first and biggest advantage of this video lectures is their playback nature. Rewinding and reliving the learning experience greatly helps in understanding the subject matter unlike classroom lessons which when repeated do not have the same effect. Secondly, both videos were complimented by highly informative and animated Power Point presentation slides, these slides are also available on the internet for free. Such instructional in lectures clearly work well. One is made eager to see what is coming next and how is it related to the subject matter. Also noted were references on the material presented by other scholars this can be seen on the power point slides. Scholarly articles for authors such as Mackenzie and O’Toole, (2011), and Grynberg, et al. (2006) have been highlighted in the presentation.
Despite this video analysis being highly effective I came across a several limitations. The biggest weakness found was the fact that the lectures were not interactive. There was no question answer session where I would request for responses on certain quarries on the subject matter. Secondly the lectures were separated into sub-sections, most of which were very long. The single lecture video went for over three hours holding a notion that the subject matter would be dealt with in a single clip, however the video clips cumulating feature to about a three hour long lecture covered the topic which was draining. Lastly the some lecture clips uploaded on YouTube had no clear audio. The voice of the Professor was too low and needed a lot of effort to get a point on a single stream
In conclusion, Prof. Forst with his vast information in Human Resources Management through his video has managed to pass not just more information but he has done so clearly to students and other HRM stockholders, His Video clips may have certain limitation such as response to quarry time, but they hold a great amount of positive impact in passing relevant information as shown in the explanation of Occupational and Organizational analysis in HRM.
Grynberg, R., Dugal, M., Razzaque, M. A., & Commonwealth Secretariat. (2006). An evaluation of the terms of accession to the WTO: a comporative assessment of services and goods sector commitments by members and acceding countries. London: Commonwealth Secretariat.
Mackenzie, L., & O’Toole, G. (2011). Occupation analysis in practice. Chichester, West Sussex: Wiley-Blackwell.
Prof,DrArmin Torst. HRM course work. Retrieved from, YouTube