Discuss the various purposes and uses of Job Analysis. Briefly explain the reasons why Job Analysis is regarded as a powerful, relevant, and useful personnel instrument. Fully discuss Information Collection Methods for conducting useful and relevant Job Analysis. 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.
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.
An evaluation process is based on job analysis that reveals the worth or value of a particular position. The job evaluation for some organizations determines salaries for the created positions, which plays a pivotal role in most companies. The job specifications are a detailed description of job duties and task. A complete description of a job, gives candidates an opportunity to understand what it entitles to be successful with that company. Job analysis refers (Haque Talukder, 2014) to a process of analyzing, collecting, and explaining the contents of the job in order to provide the criteria for a job description and data for recruitment, training, job evaluation, and performance
Task 1 Workforce planning is defined as a continual process which is used to align the needs and priorities of the organization with its workforce. The main objective of workforce planning is to ensure that it meets all the legislative objects and serves the regulatory system using service and production requirements which help to accomplish the organizational objectives. (Faidairo et al, 2013) Workforce planning helps to forecast the planning process in organization by selecting the right candidates as far as performance is concerned and to select the staff which can work more efficiently followed by predicting the actual supply of talent for the organization. The following are the major reasons that make organizations to use workforce planning:
In their article, “How to Write Job Dexriptions Effectively” they discuss the importance of a job description in order to fill a job positon effectively. The arthors explain that a job description is the blueprint of the positon and is essential in the hiring process. They discuss the importance of a job description in helping an employee understand the duties of the position and the responsibilties of the job they are applying for. It gives the employee career guidence and help them develop their careers. The authors conclude that it takes careful thought and planning in order to write an effective job description.
Part one: Job analysis is the process of identification and determination of tasks, responsibilities, duties, skills and knowledge required for performing some particular job in organization. Information regarding the job objectives, responsibilities, working conditions and tasks/duties to perform is related to job descriptions. Job specifications comprise qualifications, experience, skills and abilities which an employee should posses in order to meet the demands of a specific job. Documentation and analysis of job descriptions and job specifications are aimed to identify and develop the most sufficient employment procedures, such as staffing, training and development, compensation, performance appraisal, and others. Part two: Question 1: Human resource management is the process of effective selection and utilization of HR on an enterprise.
Question 2 Introduction Job analysis refers to a process of collecting, analyzing and establishing of information about the fundamentals of jobs so as to provide the foundation for a job description and data collection for staffing, training, job evaluationand management of performance. Job analysis focuses on what job employees are anticipated to do. The reason for conducting job analysis is to determine the variations and similarities between varied jobs and achieve knowledge and needs on jobs in the organization. It is a requirement for creating a job description and work evaluation. It comprises information about the purpose and nature of the job; activities,anticipated outcomes and holder’s position in the hierarchy of the organization.
Job duties serve as the foundation of the job description and “conveys the complexity, scope, and level of responsibility of a job” (University of Pittsburgh, p. 3). As indicated earlier, it is important that the information in the job duties section be accurate, concise and complete. Performance standards convey job expectations and outline the basis for job training and career advancement. Typically, this is created by the supervisor or managing official. It is the basis for measuring performance and will depict what is necessary for job success.
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. Job Duties and Specifications -Bachelor’s Degree required -Customer Service skills necessary -Must be knowledgeable in company products and services and must be able to understand client needs relating to the business. -Leadership and Communication skills -Achieve goals set by management. -Organizational skills to achieve goals that are set forth each month -Must be a team player -Generate leads and thorough follow up -Willing to educate self on competition to maintain competitive edge -Time management skills -Manage multiple clients -Must know Powerpoint, Excel, spreadsheets, databases, word processing applications, and Office integration software Development Plan for Sales Force Talent Inventory Employee Name and Current Position-Janet Durham,VP of Human Resources(Interclean) Prior Experience (Internal) 15 years in positions in sales and human resource Prior Experience (External) Unknown Strengths pragmatic and interested in using technology Weakness loyal to long time employees and is a defender of status quo Employee Name and Current Position-Tom Jennings, VP of Marketing (Interclean) Prior Experience (Internal) 1 year as VP of Marketing Prior Experience (External) Unknown Strengths strategic system planning Weakness lacks patience Employee Name and Current Position-Sam Waters, Chief of Compliance (Interclean) Prior Experience (Internal) 2 years a Chief of Compliance Prior Experience (External) Unknown
Two purpose of job analysis 1. recruitment and selection: They try to find the people who already have some experience. It points out the educational qualifications, level of experience and technical, physical, emotional and personal skills required to carry out a job in desired fashion. The objective is to fit a right person at a right place. 2. training and development: they put him/her on training in which they learn how to work in organization and what are the aspects from them. RELEVANT METHODS AND TECHNIQUES Job analysis focused on the job, on the worker or both Job oriented- focus on work activities Worker oriented-focus on traits and talents necessary to perform job There are some things comes under the worker oriented Information input, mental processes, work output, relationship and job context.