Job Analysis - 2347 Words

JOB ANALYSIS Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for one to perform them. The process involves use of methods and procedures to determine the duties, responsibilities, working conditions, working relationships, and required qualifications. Job analysis produces the following information about a job: 1 Overall purpose: Why the job exists and, in essence, what the holder is expected to contribute. 2 Content: the nature and scope of the job in terms of tasks and operations to be performed and duties to be carried out — i.e. the processes of converting inputs, such as knowledge, skills and abilities, into outputs (results). 3†¦show more content†¦This data enables human resource specialists make informed decisions on the organization’s future human resource needs. 3 Recruitment, Se/cc/ion and Placement All these three activities largely depend on information from job analysis. The most important and fundamental information a recruiter needs is the content of the j oh and its requirements. 4 Job Classification and Evaluation Job analysis information makes it possible to determine reliably the structure of jobs and their relationships. Only then can â€Å"job families† be identified and jobs classified meaningfully into grades. In job classification, the job analyst uses information to categorize similar jobs into job families. The analyst can then develop selection, appraisal, pay, or other procedures for an entire job family rather than for a single job. Job analysis is also the basis for job evaluation — the process of determining the relative worth of jobs within the organization. This forms the basis for establishing pay structure and internal equity. 5 Employee Training and Management Development Job analysis information is invaluable to those who administer training and management development programmes. It helps them in determining the content and subject matter needed in training and development programmes. Selection of who to train is also facilitated by job information. 6 Performance Appraisal Job information is very crucial for the development of performance appraisal systems, whoseShow MoreRelatedJob Analysis13751 Words   |  56 PagesPERSONNEL ASSESSMENT SPECIALIST JOB ANALYSIS: INTERPRETATION AND USE REPORT Prepared by the IPMAAC Ad Hoc Committee on Use of the Personnel Assessment Specialist Job Analysis: Donna L. Denning, Ph.D., Chair Nancy E. Abra ms, Ph.D. Marianne Bays, Ph.D. International Personnel Management Association Assessment Council 1995 TABLE OF CONTENTS Personnel Assessment Specialist Job Analysis: Interpretation and Use Report Abstract 2 Introduction and Background Task Analysis Task Inventory DevelopmentRead MoreJob Analysis Paper1427 Words   |  6 PagesJob Analysis Paper PSY 435 Job Analysis Paper The reason for job analysis is to study and evaluate the things that a job is supposed to involve. This is describing exactly what skills are needed to perform the job, and what the exact qualifications are to fill the position. Job analysis is a method needed when the employee need to know the precise function. An example would be that an employee’s duties should be clearly statedRead MoreJob Analysis For The Hr Manager Position1203 Words   |  5 Pagesspecific job analysis procedure that I would utilize to develop the job description for the HR manager position. To begin, the definition of a job analysis provided in our textbook is: â€Å"Job analysis is the systematic process of collecting information that identifies similarities and differences in the work.† (Milkovich, Newman, Gerhart, 2014, p. 103). I also found a definition on HR-Guide.com that summarize an important description of the job analysis. The website states; â€Å"Job Analysis is a processRead More Job Analysis4470 Words   |  18 PagesJob Analysis Multiple Choice 1. _____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. a. Job description b. Job specification c. Job analysis d. Job context e. None of the above (c; easy; p. 112) 2. The information resulting from job analysis is used for writing _____. a. job descriptions b. work activities c. work aids d. job context e. performance standards (a; easy; p. 112) 3. Which of the followingRead MoreHuman Resource Planning and Job Analysis2980 Words   |  12 Pages Faculty of Business Management Human Resource Management (BC 15-2) Human Resource Planning and Job Analysis Human Resource Planning and Job Analysis are one of most important aspect that an organization either national or international company looks it in details in achieving its objective. In my essay I am going to give the definitions of Human Resource Planning (HRP) and Job Analysis (JA); the method and steps to use HRP and JA, the importance and the berries of using HRP and JA. PizzaRead MoreJob Analysis For A Job960 Words   |  4 PagesJob analysis forms the basis for most human resources approaches to employment practice. Employment practices sometimes result inappropriate for some companies and it can create chaos for the managers if those are not implementing properly. To avoid complications into the organisation all matters related with staff must be handle by human resources department and supervised closely by mangers to make the best decision. (Brannick, M., Levine, E., Morgeson, F., Brannick, M. 2007) Organizations takeRead MoreJob Analysis1039 Words   |  5 PagesWhat is a job analysis? A job analysis figures out what a person does in there line of work. It unveils the Knowledge, Skills and Abilities required to perform their job successfully. Job analysis gives purpose and outcome to the job. It defines the job role in relation to other jobs in the organization. Through job analysis you obtain all necessary job data in the organization. Job analysis is a process of job data collection through one or multiple methods. One method is continuous observationRead MoreJob Analysis of Fom1755 Words   |  8 PagesJob Profile The Front Office in a hotel is most noticeable department and the front desk occupies a high-flying place at the lobby in every hotel in world. The front office is a single point of contact to guest and that makes the staff to be structured, courteous, well-behaved and proficient. This makes front office a nerve center where communications and accounting operations are major role of a front desk management. This department is lead by a Front Office Manager. A person to leadRead MoreHR Contribution to job analysis1580 Words   |  7 Pagesprocess of job analysis Introduction This report aims to explain the purpose and principles of job analysis and the reasoning behind it. The report will describe the methods used and explore the advantages and disadvantages of these methods. It will give details of a job analysis plan and how it was carried out. It is good practice to carry out a job analysis to contribute to the recruitment for the right candidate for the role also for evaluating and determining the value of the job to the companyRead MoreJob Analysis at Comptech Essay1272 Words   |  6 PagesWhat are the current job specifications for the store manager job? Based on the information you have (or could have), how would you assess the validity of these specifications? What approaches would you use? The current job specifications for the store manager position that is required, by most district managers, at CompTech is that the candidate being considered should have a MBA or at minimum three years’ experience as store manager. CompTech’s strategic objective is to meet customer requirements