Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Job analysis is the process of gathering, analyzing, and synthesizing information about jobs (Busi, 2012). It is a critical part of human resources management. It functions to provide answers to questions such as: How much time does it take to complete important tasks?, Which tasks comprise a particular job?, How can a job be structured to enhance employee performance?, and What capabilities and behaviors are needed to perform the job?. A job description is often considered the most important result of job analysis. It lists the duties associated with a role, representing a written summary of the job as an identifiable organizational unit.
The importance of job analysis goes beyond a mere review of a specific role. It actually informs every other aspect of work in human resources (Busi, 2012). For example, recruitment requires an adequate job description to advertise the duties of a position. Similarly, selection and training rely on an adequate job specification to determine minimum qualifications and ensure that employees are appropriately suited and prepared for their positions. Job analysis also has implications for performance evaluation, compensation,...
A job-oriented analysis is a review of the specific tasks to be completed by the employee; a work-oriented analysis involves an assessment of work behaviors and how a job is performed. The objective of both orientations is to identify duties, characteristics and behaviors that are critical for success in a job.
The job analysis process itself is a multi-faceted, multi-step process. It begins with a greater understanding of how every job fits into the organization as a whole. Select positions are chosen for analysis and HR managers and administrators are consulted to determine how the job analysis and job design information will be utilized. Usage of a job analysis may include expanding the scope of a position, assessing where the role rests within the organizational hierarchy, or determining the skill set needed to efficiently perform daily job duties. All determinations reached during the initial phase of job analysis are used to inform the crafting of job descriptions…
References
Busi, D. (2012). Creating value through simple structured job analysis. Supervision, 73(7), 8-13.
In this way, all three methods of job analysis can integrate in order to provide an objective as well as global overview of the job being analyzed. When analyzing the Packagers job, all three methods will then be used in an integrated way. Because of the size of the company, interviews and questionnaires have been considered as unviable. It would simply take too much time and effort to administer and
Job Analysis and Performance Appraisal Methods: Practical Applications My current circumstances could be grooming me for a totally different profession but deep inside, I have always admired the work journalists do. I particularly like how news reporters go out to the field, gather real time information, and interact with newsmakers. In addition to enjoying themselves, these ladies and gentlemen play a very significant role in the creation of a more open
Others -- other components of job specification are recurrent from the previous sections and may include the title of the position, ordinary and extraordinary characteristics required from the occupant of the position, the main tasks of the job, or the expertise required from the candidate 4. Job Design Introduction to Job Design A major part in conducting a proper process of talent management is that of creating an adequate environment in which the
Each of these three components of human resource management has various strategies which enables an organization to accomplish it goals. For strategic job analysis, the most important human resource strategy is designing a job analysis program that helps in accomplishing the reasons and purpose for data collection. Designing such a program that achieves both of these goals is critical in strategic job analysis since different purposes necessitate the different information
Job Evaluation There are three major job evaluation methods. These are the time span of discretion, the decision band method and the problem-solving method. The time span of discretion method requires the inputs of whether it is a single- or multiple-task job, the standards used, and the normal length of time between when a subordinate starts a task and when the supervisor checks his or her performance. The decision band method
Job Analysis and Design Approaches the HR manager can take to conduct a job analysis of the Customer Service Representative position. The completion of a competent job analysis is needed to outline the job description, the responsibilities of the position and the qualities the holder of the position is expected to have so that they are successful for in that position. Not using a job analysis makes it hard to fill vacant