Job Analysis and Design

Course: Human Resource Management
Course Text: Noe, R. (2009). Fundamental of: Human Resource Management. New York: McGraw-Hill.

Feedback on a prior assignment, (see Attachment).
1. You mentioned job design influencing job satisfaction, commitment, and motivation, which, in turn impact efficiency. I wanted to expand upon the relationship between job satisfaction and job performance.

The gut reaction of most people is to say that there is a strong relationship between job satisfaction and job performance, but that’s not the case. There is some relationship between the two, but it is a small to moderate relationship that is quite variable (Judge et al., 2001). I always think of two different examples that highlight this. First, I think of a job that I had when I was in high school. It was at a family fun center, complete with arcade and go-carts and I absolutely loved it! Of course, what I loved most were all of my co-workers, which included lots of cute boys. Here, everyone had very high job satisfaction but often low job performance since we were too busy socializing to actually work! In another example, I consider my dad who works as a maintenance mechanic. He absolutely hates his job, but has extremely high job performance because he is a man of integrity who values hard work. In both of these cases, it would be dangerous to consider employees alone as an indicator of health of the organization. Both of these examples may be more exceptions rather than the rule, but I thought it was worth mentioning!
What are your thoughts?

2. In doing a job analysis there are many aspects to acquiring data in order to hire a good candidate for a specific job that needs specific skills, ability, and knowledge.
In saying this do you feel if a candidate is hired but doesn’t have the skills but is willing to learn they are worth the risk of hiring?

Write a detailed response to the above questions and comments made in a 1 to 2 page body, use paragraph citations and references.