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
The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.
Design elements are important for effective learning and transfer of training. Noe (2013) explains “…for learning and transfer of training to occur, training programs need to include meaningful material, clear objectives, opportunities for practice and feedback, learner interaction, and a supportive work environment”. Furthermore, Noe (2013) explains there needs to be an effective training program that maximizes learning and transfer of training for the trainee.
The work sampling system plays an integral part in many teachers’ assessments of their students. The work sampling system is based off teachers’ observations of their students through problem solving, classroom interaction, classroom learning, and creating. It is an authentic performance assessment because everything you collect on a student is their authentic work, and cannot be recreated. The system can be used in pre kindergarten through fifth grade. The system also uses three interrelated parts, those parts being developmental guidelines and checklists, portfolios and summary reports. Those three elements focus on the classroom and reflect objectives and guidelines from the state and national levels, as well as from the teacher’s own
In addition to this, it is very useful for the company to decide the salary of the employees. It will not be wrong to call job analysis a forecast of job for the employees so that they are mentally prepared for it. It also makes sure that the employees do not come to the management to complain about the job after they are selected and that they perform well on the
According to Mathis and Jackson (2003) referred to the definition of training and development. It can be known that these behaviors are designed by the organization. In order to improve the performance of staffs. Training and development contain a large number of educational techniques and programs. “Training can consist of on-job training, off-job training, formal training, skill
Workplace Implementation: job analysis must be conducted, job identification must be identifies and job description must be written in order to plan and design
The use of the job analysis will enable the business enables the
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.
According to Chaneta (2014), job evaluation is the process of analyzing and assessing the relative worth of various jobs in an organization for the purpose of comparison and pay grading, and based on qualifications and skills required for a range of jobs. In other words, it forms the basis for pay and benefits negotiation. It helps to compensate employees accurately based on their job grades or values, and hence avoid issues of inequity and indifference at the workplace. To ensure effective job evaluation process, market-driven and job worth systems are largely used. While market-driven system is determined by the existing pay grade or structure in the opened market based on workforce demand and availability for particular positions, job-worth system depends on the value of the job or position to the organization. Both systems can be influenced by the external labor market and there become difficult for managers to apply as they would be torn between fulfilling internal and external demands. Another significant resemblance between market-driven and job worth systems is that they both require the same qualifications and other characteristics from the job performer as the basis for occupying a specific position. For instance, before HR practitioners decide on which system to use to determine Quality Specialist 's pay, they must make sure the potential worker has the job requirements and competencies to execute the job. One of the criteria for rewarding an employee is his or her ability to complete tasks in a proficient, productive, and effective way (Kaifi, Khanfar, Nafei, & Kaifi,
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.
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
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
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)
Training and development are important factors to the success of any organization. Each employee is a valuable asset that can either add to the success a company or contribute to its failure. Training supports and makes possible the development of new skills and knowledge. Offering training for employees at various levels within an organization assist employees develop the necessary skills and proficiency to be successful in their careers as well as prepare for new responsibilities.
Clifford, J. P. (1994). Job Analysis: Why do it, and how should it be done? Public Personnel Management. Volume 23. Pp. 321-340.