Human Resources Management Module: Job Analysis And Job Description

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Human Resources Management Module: Job Analysis and Job Description

Human Resources Management Module: Job Analysis and Job Description


Job analysis and consequently Job Descriptions form the basis of many areas of human resources, including staffing, compensation, training and performance evaluation. Beyond these contributions, this tool can also be useful in contexts of implementation of the business strategy, improving organizational effectiveness and engagement. In fact, job analysis and job description are used in a global perspective in order to specify the organization of work.


Job analysis and its role in human resource management

One of the basic tools of human resource management is the analysis of the work, technically known as Job Analysis. Job Analysis comprises of a range of test activities performed at different work stations, existing working conditions, ways of working relationships with other jobs and the resulting set of eligibility requirements for employment in those jobs (Aguinis et al., 2009).

Job analysis is the most important process to different role in enterprise, employer, employee and the candidates themselves. Strictly speaking, job analysis is the method to collect, analysis, conclude and present the information related to job. The purpose of job analysis is to provide information of the particular job, and assist human resource managers in writing job specification and job description according to this information (Anonymous, 2009).

To maximum utilize human resource management, job analysis need to be used to drive the various functions of other human resources management, such as recruitment, selection, incentives for employee or training and development. If enterprise ignores the usage of job analysis, they may unable to evaluate the performance of employee accurately, or building an unfair situation when designing the incentives of the employee. These may damage the initiative of the employee, affect the enterprises' profit and benefit as a result. Below more details about job analysis will be introduced (Anonymous, 2011).

Furthermore, the results of job analysis is used to determine the required competency profiles or profiles of personal qualities necessary for effective work, which are then used in the process of selecting people for jobs. Furthermore, the information derived from an analysis of work constitute the basis job evaluation, the fixing of criteria for the evaluation of employees, the designation of tasks in the management process by objectives and planning training courses.

Job analysis drives job descriptions

A comprehensive job analysis is used to determine the tasks, duties and responsibilities, as well as the establishment of the necessary skills ...
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