A) Job data collection :
There are five main methods of job data collections.
1) Registration
2) Questionnaires
3) Interviews
4) Direct observations
5) Reporting
JOB ANALYSIS :
Concept of job analysis : A job may be define as sum total of task, duties and responsibilities which is organised by individual employee. after define a job HR manager needs to under take job analysis. Job analysis is the begaining of recruitment and selection. It is an efficient procedure of gathering and contemplating data about the different employment in the association.
Process involved in job analysis :
For job analysis first of all need to identify the purpose of job analysis. Why it is required? For what purpose? who will do the job analysis and how they
…show more content…
(Bruson J., & Foley, M., (2013) in managing people MGMT 304).Job analysis is the process of getting detailed information about job. Its an important for an organisation to understand and match job requirement and people to achive high quality performance (Noe, Mollenback, Aerhart, & Wright (2013) in HRM (8E) ).job analysis is the systematic process to identifying the task , duties and responsibilities of the job and the requisite knowledge skill and abilities required to perform the job ( Plessis A., & Wordworth R (2012) in HRM Oxfard press).job analysis is a systematic study, task, duty and responsibilities that are expected to be performed in a single job (Lepak D., Gowan M., (2010)in HRM managing employees for competitive advantage).Job analysis is a foundation of HRM but there are six main errors in job analysis 1) dispensing philosophy 2) emphasizing technology 3) situation 4) form 5)complex and 6) maintenance ( Liang, Melili ( Dec 2012 ) contemporary logistics).job analysis aids public organisations to maintain efficiency and effectiveness in their operations. work examination help to enhance execution of representative with the investigation of employment examination open association selecting qualified staff and impact work examination …show more content…
1) Employee Training : training is provided to the employee when job design done. It is a part of the job design.
2) Employee input : A good job design enable a good job feedback.
3) Work Schedule : Job design clearly identify the work hours of an employee.it clearly identify the numbers of hours an individual has to spend in their job.
4) Adjustment : a good job design allow for an adjustments for physically demanding jobs by minimising the energy spent during the job and by aligning the manpower requirement s for the
It is a fundamental HRM activity and plays the key role in deciding on the actual job structure which is, “identifying the relevant tasks and activities and allocating them across employees in a way that allows the organization to reap benefits from specialization”, but also bundle job tasks in order to use possible synergies between the different tasks (Foss, Minbaeva, Pedersen & Reinholt, 2009, p.873). There are two major approaches to job design, these are the job enrichment approach “which attempts to make the job more interesting, challenging, and significant by adding dimensions such as variety, autonomy, feedback, and control” and the job engineering approach “which attempts to make jobs more efficient by improving work methods, tools, and task-goal structure through activities such as time-and-motion studies and goal setting” (Umstot, Bell & Mitchell, 1976,
The main objective of a job design is to identify the requirements and tasks set out for the particular job posting and determine the core competencies that is required to perform them. To gather sufficient data for the job design, it is necessary to interview with the subject matter experts (e.g. Department Heads, direct Supervisors/ Managers) to establis...
It is important to take knot account that job analysis a process that allow people to know and establish every single aspect about job duties and requirements of any position or job. In other words, it means to analyze in detail what a person has to do in a job given and the importance of that particular job. In addition, this means to focus on what employees’ performance, potential, behavior, and skills for doing a certain job. Job analysis also focuses on how to do to the job, seeing if it is good or not for the worker, looking for ways of doing better, and linking the job-specifications with the candidate-specifications when she or he was in the selection process (Business dictionary, 2016). However,
Firstly, Job Analysis selecting a suitable job analysis method depends on the structure of the organization, hierarchical levels, nature of job and responsibilities and duties involved in it. It involves collecting and recording job information, checking the job information accuracy using this information to determine their skills and abilities (Hrwale, 2011). The job description is basically an outline of how
Whereas the human resource inventory is concerned with telling management what individual employees can do, Job Analysis is more fundamental. It defines the jobs within the organization and the behaviors that are necessary to perform the job. It is essential and pervasive human resource technique. The purpose of job analysis is to obtain answers to six important questions:
Once the system has been put into place, it is rather easy to use. The main advantage of the point system is that it is a more precise way to evaluate a job. It is a more comprehensive job evaluation system in that it includes the talents, energies, duties and working environments from one job to the next. Financial responsibility, leadership, collaboration and other key indicators are included as well. The fourth type of system is the Work Evaluation system and this system measures a job’s value through its importance to the business and the goals set forth. By using this type of system, an energetic business can truly see how a job contributes and relevance in attaining the company goals or objectives. The disadvantage to this type of evaluation is that certain jobs that are important and needed are overlooked due to the main focus on its worth to helping the company achieve its
In most organizations today, job responsibilities and duties continually evolve to meet both internal and external challenges. Recessionary economic times have forced organizations to restructure, downsize, and re-engineer causing change in the way jobs are performed. In these types of situations, work processes are affected which could lead to performance issues. Fewer people available to do more work impacts what work gets completed and how it gets completed. Consequently, these performance gaps may lead to work redesign. A work analysis needs to be conducted to determine the main duties and responsibilities indicating - what work is done, how it is done, and why it is done. It should provide a thorough investigation and breakdown of a job, task, or content that can assist us in deciding whether training is warranted and what kind of training is required.
Workplace Implementation: job analysis must be conducted, job identification must be identifies and job description must be written in order to plan and design
After intense scientific analysis of an individual`s work from management, the most effective method for doing the work is set out. This is regarded as the one and only best way of doing the job. The analysis involves considers the environment needed to perform the work, and measuring the maximum amount that the ideal employee can do in order to constitute a good day`s work. Employees are then expected to deliver this much work every day.
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.
Workforce Analysis - compares the levels of representation of the designated groups on staff to representation numbers in the general population from which the company hires and record any gaps that might exist.
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...
After these very clear indications described above about the employees perception, the managers and directors respond with certain arrangements. They come with ideas which 29 new roles should be work and design. The relevant ideas put forward about re-engineering, re-structuring work design, or job design, all to form or arrange the misalignment. Indeed it happens that the managers and directors should get approval from superiors, support of the department of human resources (HR) and the buy-in department employees, from all recommendedbodies.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
Clifford, J. P. (1994). Job Analysis: Why do it, and how should it be done? Public Personnel Management. Volume 23. Pp. 321-340.