Job analysis and Strategic Human Resource Management



Job analysis and Strategic Human Resource Management

Introduction

In any organization, there are certain principles which help in the proper functioning of the organization as well as its growth and development. The human resource department of an organization is alive to its responsibilities of making the right policies of hiring the right employees and training and developing them, only then can the organization grow. One of the very important and main functions of the Human Resource department is hiring the right people. And for hiring them, the most important thing that the employees of the human resource department need to do is doing the job analysis for all the jobs that need to be filled in as well as all the jobs that are already been filled.

Discussion

Job analysis is the process which is done to identify the job and its content. It includes identifying the activities and responsibilities involved in the job as well as the attributes and qualities needed by the people to do the job. The phenomenon of job analysis was conceptualized by Frederick Taylor and Lillian Moller Gilbreth in the early years of the twentieth century. They are considered as the founders of organizational as well as industrial psychology (Paul M., 2012).

Purpose

One of the main and the most important purpose of doing the job analysis are preparing the job specifications as well as the job description of different jobs. Both of these help in recruiting and hiring the most suitable people in the organization. The most general purpose of doing the job analysis is to write down in paper the requirements of the job as well as the performance of work. Job analysis helps in the process of the personnel selection, development of performance appraisals, the selection systems, designing training and development programs, the compensation plans as well as providing a legal defense of the process of selection of employees (Robinson, M., 2011 pp.1). Job analysis is used in the fields of industrial psychology as well as in human resource for all the above mentioned functions (Cascio, Aguinis, 2005).

The most general purpose of doing the job analysis is to write down in paper the requirements of the job as well as the performance of work. Job analysis helps in the process of the personnel selection, development of performance appraisals, the selection systems, designing training and development programs, the compensation plans as well as providing a legal defense of the process of selection of employees (Robinson, M., 2011 pp.1). Job analysis is used in the fields of industrial psychology as well as in human resource for all the above mentioned functions (Cascio, Aguinis, 2005).

Job description

Job description is the statement of the contents of the job in terms of the responsibilities and duties of a particular job. It is one of the most important things that need to be done before advertising a vacancy for the job. It tells about the type and nature of the job. It is a descriptive document and ...