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.
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. 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.
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
They are written summaries to ensure that the applicants and employees understand their roles and what is required for the position. Job descriptions help aquire the right applicant for the job. It describes the area of the job or postion, outlines the expectations of the job, job training, and the compensa... ... middle of paper ... ...on. A job description helps in having an effective hiring process. It helps the interviewer and applicant have a mutual understanding of the position.
The purpose of conducting this research is to identify that how work design affects on employees performance and how motivation helps to influence the employees to actively perform job tasks, that whether job design maximize performance or not. Job design should be aligned with the employee’s capabilities or desire. Employees are an important asset of any organization so, organization should make sure that whether their employees are satisfied with their roles or not. Work design according to one’s own choice brings involvement and satisfaction among employees. It is foremost responsibility of HR department to understand the significance of job design because improved job design will lead to employee’s satisfaction and will result in better performance.
The recruitment and selection process is enforced by the human resource management of that organization. The internal recruitments help the organization to recruit more efficient employees as the organization is familiar with the strengths and weaknesses of its employees. It also helps the employee to work on the development of the organization as he/she is already familiar with the strengths and weaknesses of the company. The employees are motivated to deliver high performance in their work through internal recruitments. The extra cost and time are saved on training through internal promotions.
The qualitative aspects depends upon the requirements of the job, which in turn can be determined by job analysis. Job analysis is a detailed study of the job to find out the nature of the job and qualifications of the people required for effective performance of the job. Job analysis reveals the tasks included in the job, the skills and knowledge required for the effective performance of the various tasks involved in the job. The information obtained from job analysis is used to write job description and job specification. Job description lists what the job entails.
Hence, before a performance management system can be implemented there are two prerequisites that are required, and they are knowledge of the organization’s mission and strategic goals, and knowledge of the job in question (Aguinis, 2013). The manager should provide a job analysis, in order to provide an overview of the fundamental requirements of the position. After the job analysis, the manager should create a job description for the job in question. The job description makes employees aware of where their job fits within the overall department, and the overall company (Moskwa, 2016). Prerequisites should be developed, in order for the new employees to be impacted with the knowledge and skills needed for the job.
Most organizations would value both of these uses. Other examples of goals would be: to reference the job description while identifying what is required to perform the job, including goals and responsibilities of the job itself, to assess an employee's performance against these goals, to work to improve performance by recognizing strengths and acknowledging areas in need of development, to identify overall training needs to support valuable employees while working to provide assistance to weaker employees, to reward or discipline as needed, to find issues within the company, use action to remedy these issues, and use feedback to check the success of such initiatives, and to encourage employee involvement and commitment to performance improvement. McLaughlin claims that by failing to identify you beat people, you increase the likelihood of loosing them. Performance assessments ... ... middle of paper ... ...nsight into normal operations. If better performance is desirable, it should be an organizational effort, a cultural campaign to seek valuable, enabled and engaged employees.
KSA Analysis This analysis deals with an in-depth explanation of the minimum requirements of the job, whether it is knowledge, skill, abilities or attitude. This step covers a highly detailed list of the requirements that must be in order to carry out particular duties and tasks by an employee. Performance Standards Performance standards let one get an idea of how well the employee is doing his job and fulfilling his duties. For the purpose, one can identify the performance discrepancies by taking a look at the objectives of the job, the importance that it holds for the cause of company and the standards, on the basis of which it is going to be