Explain the differences between Job Design and Job Analysis. Explain the fundamental importance of Job Design. Define the following terms: Job Specialization; Process Re-engineering; Job Rotation; and Job Enrichment. a. Job design is specification of job features, primarily the duties, the quantity of work expected, and the level of responsibility.
), changes in business location and promotions. As recruitment continues to become more and more important in an organisation, this increases the need for a well-motivated and flexible workforce that requires less supervision from management. Internal recruitment – this means filling job vacancies from within the business, by moving existing employees into these required positions. There are many advantages of internal recruitment. It is more cost effective for the organisation, it gives existing employees opportunities to advance their careers therefore retaining staff, the employer will also know the staff member and can use their strengths and weaknesses effectively with minimal training.
We need to define the primary purpose of the job analysis and determine the jobs we want to investigate. We can then decide what type of results we are trying to achieve. A job analysis can help define job descriptions and specifications, tasks listings, and job performance standards. Job titles alone do not provide enough information about a job. A thorough understanding of the nature of a job enables us to focus on the job description.
Introduction Job analysis is a systematic process to determine a skill, duty and knowledge that are required for the particular position in an organization.it is also the foundation of the other Human resources activities, Job analysis is an important process because you need to identify the required skill and establish the document competencies required for a job before you can recruit people into your company and it is the starting point before we can process to other human resources activities. Conducting job analysis will give the applicants a better understanding at what tasks they need to accomplish, what responsibilities that need to perform at different position, the salary for that particular job and to work in group or required to
Work Design and Workforce Planning Work Design and Workforce Planning are two critically important components to manage the employees of any organization. The manager should have to allocate the jobs which will ensures that employees perform tasks with responsibilities that have the most potential to add a special value to the company. Managers must also engage in workforce planning to make sure that the right people are with right job and in the right place in the company. This factor will help to achieve the goal of any organization. a) Manage Job Design Job design involves deciding what employees will do on a day-to-day basis also as how jobs are interconnected.
The total pay package has a direct impact on the successful recruitment, selection and the retention of staff within any organization. This pay package is critical for any business to remain competitive in today’s business world. Competitive compensation packages are vital to both large and small organizations as they encourage the retention of talented staff. Components of a compensation package A compensation package includes salary but also includes other non-salary benefits such as: health-care benefits, 401(k) plans, PTO (paid time off) and other perks. Businesses often utilize experienced Human Resources professionals to review, update and create salary scales and compensation packages for new hires.
The practices of HR can impact for the company in the short term and long term, causing the company to lose and gain attractions for employees or new employees. Leaders or leaders that are good and respectable tends to motivate their employees to do a better performance and it will increase in profits which will result in an excellent human resource within the company. Employees working at the Human Resources department are the one in charge of the company to manage employees and customers and with managers, CEO and others to bring a better place. Human Resources looks for strategies and political rules that use in the right department. To operate the personnel policies in an organization is needed and define and articulate social functions
It is seen as central to a business and is involved in making decisions and that workers are its valuable assets. • Personnel Management has a reactive role within a company it acts in accordance to a situation rather than creating or controlling it. Personal management puts policies and procedures into place then passes them over to the managers to implement them. • Human Resource Management has a proactive role within a company and creates and controls any restructuring for the entire c... ... middle of paper ... ... the department to make sure that there is the sufficient number of qualified employees in the correct job role at any given time. • Recruitment is the process of attracting the right kind of person with the skills and knowledge for the job available.
Human resources must find ways to grow its employees through career development programs. By doing this it will lower the organizations turnover rate. This provides the organization a great investment on the money they used to train and the possible loss of production without that employee. Every employee’s career is different. According to Heathfield (2015), “Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities.
if the company’s employees are increasing the demand for labour or whether labour is available due to redundancies. The HR planning is all about getting the right people and developing them to meet the company’s objectives. RECRUITMENT & SELECTION The HR manager needs to know when, why and how to recruit staff. Businesses recruit staff so as to expand the business objectives and change job roles within the business due to new skills and new