How can an HRIS assist in the process of developing and maintaining accurate and up-to-date job descriptions?

Question

What will be an ideal response?

Answer 1

An HRIS can assist in the following two ways:
1. Completing job analysis and deriving job descriptions can be accomplished through online survey techniques. Job analysis questionnaires can be administered online to job incumbents and supervisors, and the resulting job descriptions can be obtained through statistical analyses. This online questionnaire capability can be part of an integrated HRM software package—that is, a package that contains HRM software for a large number of HR programs—or it can be stand-alone software. As described in Chapter 10, the Position Analysis Questionnaire, for example, has its own software package to aid in completing job analysis.
2. Maintaining accurate job descriptions can also be aided by an HRIS. In Chapter 10, service-oriented architecture (SOA) with self-service portals for employees (ESS) and managers (MSS) was discussed. These portals can be utilized to make sure that job descriptions remain accurate and timely. For example, if a new work procedure or equipment is introduced, it would be easy to request that the persons affected by the change, both employees and supervisors, access the current job descriptions via portals to make any necessary changes to the job descriptions. In addition, it is a good idea to establish an annual review of all job descriptions to maintain their timeliness. If a company requires annual reviews of employee performance and these forms are generated by the HRIS, it would be quite easy to generate a copy of the current job description to accompany each request for a job performance evaluation. The employees and the supervisors could then review the accuracy of the job descriptions and submit any changes necessary through portals.