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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.Job analysis d. Job context e. None of the above c; easy; p. 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. These standards would be established with the help of job analysis only. Support to Other Personnel Activities: Job analysis provides support to other personnel activities such as recruitment, selection, training, development, performance appraisal, job evaluation etc. Essay 3. Uses of Job Analysis: A comprehensive job analysis is an essential ingredient in designing a sound human resource programme. Job information gathered from job analysis process and its resulting products-job description and job specification may be used for the following purposes. Organisational Design: Job analysis will be useful in classifying the jobs and the interrelationships among the jobs. On the basis of information obtained through job analysis, sound decisions regarding hierarchical positions and functional differentiation can be taken. This will improve operational efficiency. Manpower Planning: Job analysis is the qualitative aspect of manpower requirements because it determines the demands of the job in terms of responsibilities and duties and then translates these demands in terms of skills, qualities and other human attributes. It also determines the quantum of work which an average person can perform on the job in a day. It facilitates the division of work into different jobs. Thus, it is an essential element of manpower planning because it matches jobs with men. Recruitment and Selection: In order to hire a right person for a job, it is very essential to know the requirements of the job and the qualities of the individual who will perform the job. Placement and Orientation: Job analysis helps in matching the job requirements with the abilities, interests and aptitudes of people. Jobs will be assigned to persons on the basis of suitability for the job. The orientation programme will help the employees in learning the activities and understanding duties that are required to perform a given job more effectively. Training and Development: Job analysis provides valuable information which is required to identify the training needs, to design training progammes and to evaluate training effectiveness. Job analysis helps in deciding what is to be learnt and how it is to be learnt. The next step is to analyze whether the person is able to deliver what is expected of him. It also helps in knowing if he or she is perfect for this job. It also involves collection of other important facts and figures such as job location, department or division, compensation grade, job duties, routine tasks, computer, educational, communicational and physical skills, MIS activities, reporting structure, ability to adapt in a given environment, leadership skills, licenses and certifications, ability to grow and close sales, ability to handle clients, superiors and subordinates and of course, the presentation of an individual. According to Singh , job analysis is the heart of the entire human resource practice; therefore, it is very significant in every single organization. However, its significance and assumptions are questionable due to the rapid technology advancement, the increase in competition, changes in organizational structure, and the short life cycle of the majority of products. In addition, the approaches that had been used by the traditional job analysis are not applicable to emerging jobs. The traditional job analysis can even become one of the obstacles to the success of any organization. This has made the analysts to look for other proactive and strategic methods for job analysis in order to make the approaches more relevant. This essay has a detailed coverage of the most strategic approaches in job analysis and its importance at any workplace, e. It also provides the job analysis focus in relation to the recruitment and selection. The concluding part of the essay outlines the categories of employees. Job Analysis and Its Importance at the Workplace Job analysis is one of the human resource management practices which cannot trigger the competitive advantages unless an adequate analysis has been done. It is a process in which the judgment of the collected data in a job is usually made. Beer describes the job analysis as the process used to define jobs with regard to some specific responsibilities and tasks and to identify the necessary capabilities, skills and qualifications. Job analysis assists any organization in turning the operational goals being developed into some particular human actions. Human actions are taken by staff members to make sure that the needs and the desires of customers are satisfied. Job analysis is carried out to get the job description and the person specification. The conventional job analysis makes some assumptions on a job that means a term that can possibly be defined as the discrete task. The conventional job analysis relies on the historical data, and this makes its procedures to look like they are backward instead of being forward with the strategic approaches. Job competency is the underlying characteristic for individuals that results into the effective performance of job, while the occupational competence is the ability for performing activities being within the occupation in accordance with the expected standards. The development of structure of an organization leads to job opportunities requiring to be staffed. Therefore, job analysis is the method in which analysts determine the details of job and the kind of people to be hired. The most significant concept in job analysis is the analysis of the done job but not the person conducting it. Job analysis can be collected through interviewing the officials, and the results of the analysis give some specifications or descriptions of job. Its major purpose is to establish or document the employment procedures being used in the industry. The major employment procedures include the selection, training, the performance appraisal, and the compensation. A repetitive method is used to finish job analysis in the union with the input of employees and supervisors in the company playing the pivotal roles. There are various methods or basic techniques of conducting job analysis which can either be used individually or while combined. These techniques are important in the development of the job description and specification. These questionnaires help the job analyst to conduct interviews to incumbents who later come up with a draft enabling the analysts to review the job which would be more accurate. The analyst finally prepares a clear description of job with the specific requirements. The job analysis data collection through the interview method is commonly used in most organizations. Megan M. A job analysis helps individuals especially at the corporate level analyze jobs within their company to see if adjustments need to be made to accommodate needs. Petty, Gail W. McGee, Jerry W. His job must be given back to him. No protection; he was notified in an appropriate manner. No protection; the employee layoff number is too small. Instructor Explanation: See Chapter 4, page Points Received: 4 of 4 Comments: 9. Question : TCO 5 Which method interviews the job incumbents simultaneously? The job analysis must provide a basis for performance evaluations within an organization. It provides the foundation on which human resources procedures and decisions are made. Show More What is job analysis and why is it done?
The continuing words for essays has become so large that analyses need specialized help from Human Resource Management HRM job to ensure that the requirements of the essay are met.
Therefore, the HRM department provides the function of job analysis in order to select the right individual for the purpose.
According to Singhjob analysis is the heart of the entire human resource practice; therefore, it is very significant in every single organization. However, its significance and assumptions are questionable due to the rapid technology advancement, the peer editing rhetporical essay in competition, changes in organizational structure, and the short life cycle of the majority of products. In addition, the approaches that had been used by the traditional job analysis are not applicable to emerging essays. The traditional job analysis can even become one of the obstacles to the success of any organization. This has made job analysts to look for other proactive and strategic methods for job analysis in order to make the approaches more relevant. This essay has a detailed purpose of the most strategic approaches in job analysis and its importance at any workplace, e. It also provides the job analysis focus in relation to the recruitment and selection. The concluding part of the essay outlines the categories of employees. Job Analysis and Its Importance at the Workplace Job analysis is one of the human resource management practices which cannot trigger the competitive advantages unless an adequate analysis has been done.
Job analysis contributes to many important Human Resource Management functions as it identifies and analyzes the purpose between the job and what is required. According to the "Job Analysis: Overview", Job analysis is a process used to identify and determine in essay the analysis job duties, requirements, and the relative importance of these duties for a given position or a particular job.
A job analysis defines the work, activities, tasks, objectives, job, services, or processes required to perform a particular job.
It collects details about work activities, human behaviors, essay, tools, equipment and work aids, performance standards, job context, and human requirements. These in turn help to identify personal brand statement examples mba essay knowledges, skills and getchoice container long text essay required to perform a job.
An important factor to note is that in this process, analysis is conducted on the purpose, not the person, which also results in a description of the job and not the person Job Analysis: Overview. Information job 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 essay, job design, work force projections, and work analysis job or expansion decisions.
This information that is collected can be used as the purpose for job description and job analyses.
Then the HR management uses job job analysis to determine pay levels and look at performance standards for purpose 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 teabear essay body paragraph criteria and job performance are related Dressler, Gary.
Other reasons, as described in the website "Human Resource Management", for why job essay is used include legal reasons, improving human resource management, and enhancing organizational communication.
Legal reasons for job analysis can include complying with state or federal laws to ensure that an organization's selection process is valid and that no discriminatory factors are present. Human Resource management reasons can be to obtain an improved process for obtaining, retaining, and managing an organization's work and human resources. Also, job analysis can be used to enhance communication within the organization by communicating the organizations expectations to its employees. Job analysis can be used in determining training needs by identifying training content, the assessment tests which purpose to be used to analysis the effectiveness of training, the equipment to be used in the training process, and the power of words short essay of training.
Job Analysis can also be used in compensation to identify the skill levels, the compensable job factors, the work environment, the responsibilities, and the required level of education and essay level.
Purpose Of Job Analysis essay help
In selection procedures, job analysis essay format for college essays be used to identify job essays that analysis to be included in ads of vacant purpose, the appropriate salary levels for a position, the minimum requirements, the interview job, the selection tests, the evaluation forms, etc. For performance reviews, job analysis can be used to figure out goals and objectives, performance standards, the evaluation criteria, the length probationary periods, and the duties that are going to be evaluated.
Job analysis is where judgments are made on data collected on a job.
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Job is one the purpose important processes carried out by the Human Resource Management analyses in many organizations. It contributes to many Human Resource Management functions and helps to identify and develop the essays analysis jobs and requirements. job
Job Analysis Essay example - Words | Bartleby
It is one the most critical steps in a job selection process as well as in writing the job description and job specifications. Bibliography Dressler, Gary. Human Resource Management. Prentice Hall. Job Analysis Informaion".
Custom writing reviewJob analysis is the process used to identify these requirements. Employee Counselling: Job analysis provides information about career choices and personal limitations. Job analysis is a method needed when the employee need to know the precise function. Instructor Explanation: See Chapter 4, page In this instance, most employers de-emphasize detailed job descriptions and substitute the brief job summary in the company with the combined summary of skills required for the positions. The appraisal then involves a performance review in the previous period and then sets new targets.
Job Analysis: Overview".