Importance Of Job Analysis In Human Resource Management

920 Words2 Pages
bulb-icon

Recommended: Short note on importance of job analysis

Job analysis is the method of gathering, examining and scrutinizing and organizing information related to jobs. It provides the basis for a job description or role definition and data for job evaluation, organization design or review, performance measurement, succession planning and career management, and other aspects of human resource management. The difference between job description and a role is that a job description sets out the purpose of a job, where it fits in the organization physical structure, the background within which the job holder functions and the principal accountabilities of job holders, or the main tasks they have to carry out. A role definition explains the part to be role done by individuals in completing their job requirements. Role definitions points to a bigger concept of job related behavior, like, working flexibly and working in groups, and management styles.
According to Harvey (1991), Job Analysis includes gathering data regarding a behavior required to undertake a job, behavior related to decision making, supervision and processing information, using tools and suppliers, methodology of evaluating performance, job context and personal requirements.
In general, the Job Analysis points to focused and systematic steps that provide detailed job related information that is used to differentiate the job from other jobs. The tools breaks down the job description …show more content…

This essay underscores a number of somewhat recent developments in the area. As we have mentioned, there are a number of different conclusions that must be drawn while doing a job analysis and when there is no single standard or test for judging accuracy of its result. There are different models for analysis the jobs and related tools to gauge their respective accuracies. It is upon the job role and the researches what method does they adopt and how do they approach the

Show More
Related

  • Mariam Rahman's Role Model

    595 Words  | 2 Pages

    The analysis’ made on each profile will be thoroughly examined considering factors such as, work experience, educational studies related to business, a business orientated profile, skill, a personal summary and the appeal it may have to the targeted employer.

    Read More

  • Occupational Outbook Summary

    606 Words  | 2 Pages

    Occupational Outlook Handbook is a credible source to job analysis because once you complete the filters on the first page. The filter selects occupation by 2017 median pay, degree type, if job training is required, number of new jobs projected and projected growth rate. This is a great website for a job analysis because it shows in detail the working conditions, descriptions of positions, any changes in the economy, pay rates and benefits for different occupations. This website is very beneficial to my job analysis report because it has in detail everything I would need to create it. O*Net is also a great website to create a job analysis report.

    Read More

  • Explain giving examples how Woolworths should go about HR Planning?

    955 Words  | 2 Pages

    The use of the job analysis will enable the business enables the

    Read More

  • JOB-BASED OR PERSON-BASED ANALYSIS

    782 Words  | 2 Pages

    The having a job-based position is traditionally the norm for most public sector employees. This type of position gives the employee clarity on what the expectations are for the job because of it is primarily based on a job description composed of tasks rather personnel traits. The job focuses on tasks, it uses an evaluation system with assigned value that measures the task completed, and this demonstrated how well an employee performs the tasks. For the organization, this type of position helps define job security which depend on tasks completion rather than what skill sets, an employee can offer or develops as the result of performing the job over an evaluation period. The job-based positions provide an employee some stability, the employee understand the pay structure and can predict pay raises and increases based on the pre-established values of the position to the organization. As a benefit, there are direct lines of promotion and progression opportunities built into the organizational char...

    Read More

  • Three Types Of Personnel Strategies For Position Classification

    1574 Words  | 4 Pages

    a. Job analysis is a process of collecting data form determining the knowledge, skills, and abilities required to perform a job successfully and to make judgements about the job. The process of analyzing a job is used a tool for recruitment, classification, selection, training, and appraisals to name a few. Job analysis provides a current information which can be used to write job descriptions and job rankings assisting with position classification, in terms of recruitment this process provides information that is up to date for position announcements.

    Read More

  • The Importance Of Job Evaluation

    1078 Words  | 3 Pages

    According to Chaneta (2014), job evaluation is the process of analyzing and assessing the relative worth of various jobs in an organization for the purpose of comparison and pay grading, and based on qualifications and skills required for a range of jobs. In other words, it forms the basis for pay and benefits negotiation. It helps to compensate employees accurately based on their job grades or values, and hence avoid issues of inequity and indifference at the workplace. To ensure effective job evaluation process, market-driven and job worth systems are largely used. While market-driven system is determined by the existing pay grade or structure in the opened market based on workforce demand and availability for particular positions, job-worth system depends on the value of the job or position to the organization. Both systems can be influenced by the external labor market and there become difficult for managers to apply as they would be torn between fulfilling internal and external demands. Another significant resemblance between market-driven and job worth systems is that they both require the same qualifications and other characteristics from the job performer as the basis for occupying a specific position. For instance, before HR practitioners decide on which system to use to determine Quality Specialist 's pay, they must make sure the potential worker has the job requirements and competencies to execute the job. One of the criteria for rewarding an employee is his or her ability to complete tasks in a proficient, productive, and effective way (Kaifi, Khanfar, Nafei, & Kaifi,

    Read More

  • Examples Of Performance Improvement/Human Performance Technology (HPT) Model

    1189 Words  | 3 Pages

    Procedural task analysis: observing and studying the visible details of current and optimal job performance by watching the interaction between the performer and the objective of the performance and also understanding thoroughly the future

    Read More

  • Disney Compensation Analysis

    714 Words  | 2 Pages

    The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills, and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of a job within a company (Burke, 2008).

    Read More

  • Job Analysis for Salesperson at Interclean

    1068 Words  | 3 Pages

    At Interclean, our people give us our major competitive advantage(http://tegacaysc.areaguides.net). Our employees are a vital part of an organization that is continuously growing (http://tegacaysc.areaguides.net). For the company to keep growing it is important that a job analysis be conducted to have the opportunity to make sure employees are in the jobs that fit them best, and if not to put them where they are best suited. Job performance and the interview method determined this job analysis. These two approaches were used to determine the primary functions of the job description for the sales force. The interview process is a very important part of the analysis due to the information that is provided by the employee. The type of information usually given in an interview from the employee is how productive the employee is, what type of personality they have and if they will be a team player. Through interview process the requirements for the job performance is built. The job performance method is an essential part of the analysis. It helps provide insight to the training that is needed and the development of tests for each employee.

    Read More

  • Analysis of the Performance Management at the University of Ghana

    835 Words  | 2 Pages

    There are two main components to prerequisites that include knowledge of the organizations strategic goals and knowledge of the jobs being evaluated in a performance management system (Aguinis, 2009). First is setting strategic goals, which allow the organization to clearly define their purpose thus establishing similar goals downward until each employee has individual goals that are aligned with the organization (Aguinis, 2009). Second is job analysis where job duties are defined and understood so that criteria can be developed for success at the job level and how it ties back to organizationa...

    Read More

  • Job Analysis

    1323 Words  | 3 Pages

    Here are some key points and ideas about exercises we could do in class. PLease contact me if you have any questions. I think we could have the speaker and do the mock interview I suggested toward the end of this e-mail. Shana Cohn CLASS DESIGN Important points, class discussion questions and activities. Part I Job Analysis defined: Identifying lists of activities or tasks associated with the job. Determining the skills needed to perform the job successfully. A well-designed job analysis can help to create a work environment where expectations are clear and future problems can be alleviated through communication. Some detailed benefits of job analysis include: 1. It provides uniform guidelines for dealing with employment selection, compensation, performance standards, and the skills needed for any given position. 2. It lays a foundation for gaining a competitive advantage by identifying training needs for the incumbent employee or an employee entering into the organization. 3. A successful job analysis draws clear boundaries between the employer and employee regarding qualifications, job responsibilities, lines of authority, and ways of preventing or dealing with grievances. 4. It allows employers to hire qualified candidates by linking applicants' skills to the job analysis. Employers can also prove that their requirements for selection are related to the job. The ADA defines a qualified applicant as "one who can perform the essential functions of the job." A job analysis provides the employer with justification of why they chose a particular applicant. Other areas to note: 1. The most common reason for a job analysis is to gather information for job descriptions. The job description should focus on results and outcomes instead of how to accomplish the job, because each person attains results in a different fashion. 2. Preparation for the future is key to dealing with a changing workplace. The job analysis should integrate issues the organization may confront in the future, such as turnover and technology advances that could change its structure. 3. Forecasting HR needs is critical to the success of the organization. These should be assessed with past trends, evaluating the skills of incumbent positions, and being aware of changing skills and requirements. Some questions/activities regarding job analysis: A class activity would be a case study that involves a new person hired into an organization where a job analysis is not utilized. The following questions serve as a guideline for the types of issues that could arise without a clear job analysis.

    Read More

  • Job Design and Job Analysis

    764 Words  | 2 Pages

    It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.

    Read More

  • Recruitment And Selection Process Essay

    1176 Words  | 3 Pages

    Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...

    Read More

  • Job Analysis Reflection

    741 Words  | 2 Pages

    MY RESPONSE: A job analysis should include in every human resource function, because it supports the business strategy, analyzes employees’ performance, and broadcasts the future developments. This practice helps to identify the needs for specific skills, and it's a useful tool for hiring, promotion, and training. For instance, when performing an assessment, you are looking not only for a job performance, you can identify a specific behavior or areas of possible improvements. The job assessment helps to identify additional needs for enhancement or correction. There is a correlation between managers and employees, and collected data will help to determine the internal environment and how good the relationship is. For example, during training,

    Read More

  • Omega, Inc. Case Study

    2401 Words  | 5 Pages

    Clifford, J. P. (1994). Job Analysis: Why do it, and how should it be done? Public Personnel Management. Volume 23. Pp. 321-340.

    Read More

More about Importance Of Job Analysis In Human Resource Management

Open Document