Question

Make a 2 report page:

Refer to your textbook and other scholar literature references that you will indicate, and answer the following project theme:

“Job analysis is so important to HR managers that it has been called the building block of all HRM functions”. Define job analysis and discuss the way it provides support to each of the following HRM practices:

1. Job description, Job specification, and Job design;
2. Employee Selection;
3. Training needs assessment;
4. Performance appraisal;
5. Compensation and Job evaluation;

Answer 1

JOB ANALYSIS IS SO IMPORTANT TO HR MANAGERS THAT IT HAS BEEN CALLED THE BUILDING BLOCK OF ALL HRM

JOB ANALYSIS :-

Job analysis is the systematic way to gather information and analyse information about the content of job , the human requirements and the context in which jobs are performed.

In simple term, job analysis may be understood as a process of collecting information about a job

Definition of job analysis are

Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job.

Job analysis is the systematic exploration of the activities within a job. It is basic technical procedure, one that is used to define the duties, responsibilities and accountabilities of ajob

A job is collection of tasks that can be performed by a single employee to contribute to the production of some products or services provided by the organization. Each job has certain abality recruitments associated with it. Job analysis is the process used to identify these requirements.

The process of job analysis results in two set of data.

• JOB DESCRIPTION
• JOB SPECIFICATION

2) JOB DESCRIPTION :-

Job description is important documents, which is basically descriptive in nature and contains a statement of job analysis.

It provides both organisational informations and functional informations.

It gives information about scope of job activities, major responsibilities, and positioning of job in the organization.

A job description indicates the task, duties, and responsibilities, of a job. It identifies what is done, why it is done, where it is done, and briefly hiw it is done.

A job description contains three major parts

• Identification
• General summary
• Essential functions and duties

3) JOB SPECIFICATION:-

Job specification is a written statement of qualifications , traits , physical and mental characteristics that an individual must possess to perform the job duties and discharge responsibilities effectively.

Jib specification usually developed with the co-operations of personnel department and various supervisors in the whole organisation.

The job description describe activities to be done in the job. Jib specification list the knowledge, skills, and abalities (KSA) an individual needs to perform the job satisfactorily.

The information about each of the job in company is

• Physical specification
• Physical qualifications or capacity
• Mental specification
• Emotional and social specification
• Behavioural specification
• Employee specification

4) JOB DESIGN:-

Job design is the incorporation of the task the organization needs to be done into a job for ine person.

It can also be defined bas the specification of the contents , method and relationships of the job to satisfy technical and organizational requirements as well as the personal needs of the individual.

Job design is sometimes considered as a way ti help deal with stress in the workplace.

The significance of the job design needs not be overemphasized. The design of jobs has a critical impact on organisation and employee objectives.

Jobs have been design for

• Efficiency
• Productivity
• Accommodation of diverse workforce
• Motivation if diverse workforce

5) EMPLOYEE BSELECTION:-

Employee selection is the process of chiising individual who have relevant qualifications to fill jobs in an organisation.

Management selection decisions are somebof the most important and most difficult staffing decision rhat organisation makes.mire than anything else selection of human resources should be seen as a matching process. How well an employee is matched ti a job affects the amount and quality of the employees work. This matching also affects training and operations cost.

6) TRAINING NEED ASESSMENT:-

Training need assessment is the method of determing if a training needs exists and if it does what training is required to fill gap