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Essays On Job Analysis

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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…show more content…

Idea behind performing workplace design and analysis is to check effectiveness of employees and how they are operating in their prescribed job. Do they familiar with the job or should we redesign their job?

The introduction of strategic HRM has advanced our understanding of the relationships among strategy, human capital and human resource management (HRM) and firm performance by shifting the focus from traditional HRM in several ways. First, the level of analysis has shifted from a macro focus on examining individual HRM functions (i.e. Recruitment and selection, Training and development, Performance appraisal etc.) to a micro level like Job design and job analysis by adopting a system approach to HRM practices. It involves the entire system of HRM practices as a whole rather than examining core practices like performance management, recruitment etc.
Furthermore, Youndt, Snell, Dean and Lepak(1996) examined the relationship between manufacturing strategy, Human resource management practices and operational performance(employee productivity, efficiency) and found a moderating effect of manufacturing strategy on the relationship between the use of Human capital enhancing HR system and operational performance. There are certain Human resource approaches towards job analysis and job designing in which they need to give careful attention. Now days, employee’s

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What is job analysis and why is it done?

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. “Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce.” Job…show more content…

Information for a job analysis can be collected in various ways. Some of these ways include observation, an interview, questionnaire, diary or log kept by the job holder, multiple sources of information or other quantitative techniques (Dressler, Gary).

According to the website “Human Resource Management,” Job analysis data contributes to many Human Resource Management functions, such as recruitment and selection, performance evaluation, training and development, compensation management, job design, work force projections, and work force reduction or expansion decisions. This information that is collected can be used as the basis for job description and job specifications. Then the HR management uses the job analysis to determine pay levels and look at performance standards for performance appraisal. Based on the activities and skills listed in the job analysis, training needs analysis can be done. The information can also be used to check that all duties carried out in a department appear on a job analysis and to ensure that selection criteria and job performance are related (Dressler, Gary).

Other reasons, as described in the website “Human Resource Management,” for why job analysis is used include legal reasons, improving human resource management, and enhancing organizational communication. Legal reasons for job analysis can include

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