Question

Job analysis is meaningless unless it is linked to the other activities of human resource management in an
organisation. Discuss this statement in terms of the relationship between job analysis and five (5) key
activities of human resource management.

Answer 1

Job analysis is also known as work analysis. It is procedure to identify the activities involved and attributes or job requirements needed to perform. It also provides the information about the organization and that will helps to determine which type of employees are suitable for the job. Job analysis is need to determine what are the important tasks of the particular jobs and how to perform to carryout those activities and necessary human qualities to complete those activities. So the Human Resource management have a major role in the Job analysis.

The major purpose of job analysis is to make a detail job description and job categories, which helps to identify the suitable candidate to the suitable job.

Job analysis helps to answer the question like;

• why does job exist?
• what physical and mental activities does the workers should have?
• when is the job performed?
• where is the job performed?
• under what condition the job should be performed?

Relationship between Job analysis and Human Resource Management

Job analysis is the very important function of the Human resource management. because job design, job analysis, job descriptions, etc are managed by the Human resource management. Job analysis is the basis for the human resource management. All the human resource plans need to get certain type of information through job analysis also it affects human resource management in the areas like,

1. Job descriptions

2. Job specifications

3. Job design

4. Organizational structure and design

5. HR planning

6. Recruitment

7. Selection

8. Orientation

9. Performance appraisal

10. Training and development

11. Career planning and development

12. Compensation and benefits

13. Health and safety

14. Industrial relations.

KEY ACTIVITIES OF HUMAN RESOURCE MANAGEMENT

According to Edwin. B. Flippo, "Human resource management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational, and social objectives are accomplished".

The activities of Human resource management are;

1. Job analysis

2. Human resource planning

3. Employee Recruitment

4. Employee selection

5. Performance appraisal

6. Human resource development activities

7. Career planning

8. Compensation

9. Industrial relations

10. Health and safety programs

11. Managing diversity.

1. Job Analysis :- It is the detailed observation and critical analysis of the sequential activities, facilities required, conditions of work, and the qualifications needed in a worker usually as a preparatory step toward a job description.

2. Human resource planning :- It includes, the estimation of how many qualified people are needed to carryout the alloted activities, how many people will be available, and what, if anything must be done to ensure that personnel supply equals personnel demand at the correct point in the future.

3. Employee Recruitment :- It is a positive process of searching for suitable employees and stimulating them to apply for the job in the organization. It is also called a linkage activity bringing together those with jobs and those seeking jobs.

4. Employee selection :- It is the process of evaluating candidates for a specific job and selecting an individual for employment based on their certain criteria includes qualifications, skills and experiences. It can range from simple process to complicated process depending on the positions.

5. Performance appraisal :- It is a process of systematic evaluation of the performance of employees and to understand the abilities of a person for future growth and development. It is a process by a supervisor or a manager examines and evaluate an employees work behaviour and comparing it with preset standard formats and documents the results of the comparison and uses those results to provide a feedback to the employees to show where they need improvements and why it need.