The Importance Of Job Analysis And Job Evaluation

Organizational effectiveness depends on having the right people in the right jobs, at the right time, in order to meet rapidly changing organizational requirements. Identifying future staffing needs is an important lever for executing business strategy. However, staffing strategies guide the recruitment, utilization, development, movement, and attrition of talent in ways that support long-term business requirements (Olmstead, Falcone, Lopez, Mislan, & Acello, 2014). Nevertheless, Easy Spa is a successful and prominent business that has a chain of day spas (Martocchio, 2013). Jay Spento, the Human Resource Manager at Easy Spa, is proposing that a compensation expert be brought on board the management team. A compensation expert would address

Job analysis and job evaluation are two very important functions of HRM. A job analysis is a descriptive procedure, whereas a job evaluation reflects value judgments (Heneman & Kammeyer-Mueller, 2012). A job analysis is the principle of studying jobs to gather, analyze, synthesize, and report information about the job requirements (Heneman & Kammeyer-Mueller, 2012). Job analysis helps in producing job descriptions, selecting and recruiting employees, and the training and development. HRM utilizes job analysis to determine employee compensation, help identify gaps in training, and create better policies to aid in the fulfilling the overall goals of the organization (Heneman & Kammeyer-Mueller,

Generally speaking, when employers offer benefits to their employees, it shows the employees that the organization is investing in their future and overall health (Buckley, 2017). Thus, healthier employees reduce healthcare costs for the firm; fewer employees experience sick days, and spend more time in being productive at work. Essentially, an unyielding employee benefits package can aid in attracting and retaining good talent for the organization. More or less, depending on the type of organization, employee benefits may vary. However, full-time employee benefits generally differ from part-time employees. Nonetheless, employee benefit packages are typically talked about during the final interview or at the time the job offer is extended (Buckley, 2017). Furthermore, the organizations benefits package can be the competitive factor in a candidate’s final decision-making in opting to accept the job offer. Although each state may differ, the below are some basic benefits that are required by law for all employers to offer (Buckley,