There are many functions of Human Resource Management, one of the most integral parts revolves around the process of acquiring human capital and the methods used to retain, motivate, and compensate employees. There are many factors involved in the overall process, to include the following: a job analysis, recruitment and selection, hiring the best candidate, evaluating and compensating them appropriately. Each part of the process affects the other, from ensuring that you have an accurate job description to determining the appropriate level of compensation.
The beginning of the process of hiring a new employee starts with an analysis of the job description for the position that is open. It is critical that the hiring manager collaborate with the Human Resource staff to review the accuracy of the job description (to include the title of the position), the current responsibilities/duties and also any particular requirements. These requirements could be skills, a certain level of education or specific physical abilities (i.e, lift 50 pounds). The job analysis gives the manager an opportunity to look at each task statement in the job description and then determine the level of knowledge, skill and ability (KSA) that is required for each task statement. The KSA and task statements must be included in the job description and it is important the task statements are concrete and specific and that the KSA’s demonstrate the level of skill and abilities required for the position.
There are various methods to aid the job analysis process and one of these is to utilize the O*NET, which is the Occupational Information Network that lists many detailed job descriptions. This may help develop task statements, KSA’s and assist in the c...
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...mperative that an evaluator maintain objectivity in their assessment. An evaluator must be able to substantiate their ratings with specific, relevant examples, or the evaluation quality and employee will ultimately suffer. Great care should be taken in the process in order to relate the actual findings of the evaluation to the correct numbers on the scale.
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Ost, Edward J. 1990. Team-Based Pay: New Wave Strategic Incentives, Sloan Management Review, 31:3, 19-27
Job analysis can be defined as a method used to describe the specific role of a job, and the attributes necessary to properly perform the tasks needed to complete that job. A job analysis method answers criteria about a job such as: the job description, the tasks needing to be done while on the job, the length of time needed to accomplish mandatory tasks, how difficult the job is, length of time needed to learn how to complete the job, and personal characteristics needing to be attained for a higher performance level. Defining a formal job analysis consists of three main elements. First, the procedure must be systematic. Second, a job must be described in components rather than the overall job. Lastly, the analysis results in a written product.
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
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The job analysis is a source used to heighten an organizations understanding and improve performances. It is a critical piece of information that can reveal hidden truths about an employer and their employees’. Although, some people or organizations challenge the process, it is needed to maintain structure and order. The job analysis not only provides stability, but direction and knowledge of the employees’ position in an organization, which can make performances easier to achieve. The organization that has an understanding and direction as to how to apply a job analysis is sure to conquer all odds and discrepancies. The correct strategy will help employers and employees overcome and improve the job analysis process.
Following the recession in the early 1980's businesses turned toward performance based pay in an effort to increase profits and productivity (Appelbaum & Shapiro, 1992). A joint study conducted in the late 80's between the American Productivity Center and the American C...
Zingheim, P.K.(2000),’’Rewarding Scarce talent’’. In Berger L.A and the art guide to compensation strategy and design, 4th edition New York. McGraw Hill.
A job analysis is important when defending your organization from employment-related ligations because it provides systematic evidence of the requirements that are needed for an employee to successfully accomplish the job position at hand. The exact duties, tasks and responsibilities are listed systematically to demonstrate what qualities
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.
The main purpose of Human Resource management is to develop both the individuals and the organization. This means Human Resource is not only responsible for finding and maturing talents of workers, but also putting programs in effect that will enhance communication between other workers.
A job analysis is the precise examination of the myriad elements of a job, moreover, an analysis of the duties and conditions of the work. Likewise, a job analysis not only aids in defining the job, duties and responsibilities of a particular job, but the job analysis also produces information about other job related factors like work conditions, qualities of the job, position of the job (occupational-status) available opportunities for advancement and promotion, incentives and fringe benefits related to the job, and desirable qualities of a prospective employee-qualities that will help the employee to perform the job skillfully (Chand,
So, we need to choose the right approach to assist this practice. In recruitment and selection we can realize that is one approach that called job analysis that can assist organization recruitment and selection process. When organization use this approach, organization can know how the relationship between the job prerequisite for an employee and the abilities controlled by the candidates to carry out the task in the job. It is critical to tell the job candidates know the employment necessity of the job in light of the fact if the job candidate not able to done the job, it will affect the organizational performance of an organization. Additionally, job analysis likewise provide the progressions to know the behavior, duties and responsibilities of the job. It additionally can be isolated into two measurement. There are job description and job
Preparing an accurate job analysis is very important for the company. It critiques the recruitment needs of the organization. Many times within a corporation a manager, supervisor or team leader is pressed for time and they reluctantly pull out an old job description that they have used for many years. Because of technology and the constant change of our countries economy and needs the responsibilities or tasks of jobs may have changed. “ Organizations are involved in an ongoing process of updating existing selection tools and searching for better techniques”. (Kiman, Farley & Geisinger, 1989)