Job Analysis

Table of Contents

Introduction3

Analysis of Information on Jobs: Overview3

Getting Information for Job Analysis4

Identification of Posts5

Development of the Questionnaire5

Obtaining Data6

Applications of Job Analysis Information6

Job Description7

Job Summary7

Position Specifications8

Performance Levels8

The System of Human Resource Information9

Organization of the Database9

Job Design9

Organizational Elements of Job Design10

Elements of the Environment in Job Design11

Behavioral Elements in the Design of Seats11

Importance of Job Analysis12

References14

Job Analysis

Introduction

Human resource professionals are responsible and thus required to determine the need for human resource in an organization. This is the task that only hr professional should do so that the right person can be hired at right place, and this phenomenon of determination of need of human resource is widely referred as job analysis.

Typically, job analysis is a process that evaluates the needs of a job in a company, the skills needed to perform the job, the terms of compensation for the position and while observing several other factors. To perform a job analysis, HR professional uses working methods including interviews with incumbent work, interviews with management, staff questionnaires and observation of work performance of the existing human capital. Once the various aspects of work processes are analyzed in accordance with the requirement of the company; this information is used to post descriptions and advertisements as for the post and the creation of educational materials for those entering the job (Franklin, 2005).

Analysis of Information on Jobs: Overview

Before sending the demand to the company's official for the recruitment of required human capital, HR professional perform job analysis. Because of their familiarity with the functions of managing people who are in charge, HR managers do not require specific areas, like systems of information at least during the early stages of the activity of a company.

With increasing complexity in an organization, more functions are delegated to the personnel department, which usually does not have detailed information about the positions of other departments. This information must be obtained through performing job analysis, which involves the collection, evaluation and organization of information on the positions of an organization. Who performs this function are analyst positions.

This function aims at the analysis of each job and the people who play. The main management activities related to information on job analysis are:

Fair and just compensation.

Location of the employees in the right jobs.

Determination of realistic levels of performance.

Creating channels of training and development.

Identifying suitable candidates for vacancies.

Planning training needs of human resources.

To foster conditions those improve the environment work.

Evaluate how changes in the environment affect employee performance.

Remove non-essential requirements and demands.

Meet the real needs of human resources of a company (Ployhart, 2005).

Getting Information for Job Analysis

Before looking at each position, analysts study the organization, its objectives, its characteristics, its inputs (staff, materials and procedures) and the products or services it provides to the community. Study also reports that generate several sources as the same company, other entities in the industry, official reports. Having an overview of the organization and its performance, the following steps are performed:

Identification of Posts

It is a simple task in a small ...