Hr Officer

* Job analysis the examination of specific task that are assigned to each position independent of who might be holding the job at any specific time.

Once Job Analysis is complete, the next step is to define the responsibilities of the candidate to meet the needs of the position. Job description is basically a list of the tasks required of the employee holding the particular position defined in the job analysis. A Complete job description will include level of responsibility and the expected outcome. Once these attributes are defined and documented, finding the ideal candidate will become easier and more precise.

Job analysis refers to the process of data collection to describe verifiable work characteristics and behaviors of the working environment. Information regarding all jobs is used as a basis for making decisions about setting salaries and wage rates, performance appraisals, developing and training of employees, classifying jobs and job positions, as well as articulating employee guiding standards (National Governors' Association & United States, 2007).

1. What are the duties and job responsibilities associated with the position held by the individual you interviewed?

Job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job. Job-Analysis (2016).

There are many reasons to conduct Job Analysis, some of have to do with setting pay for employees, ensuring that a company’s positions are in line with the industry, in other words internal reasons, and then there are legal reasons to conduct job

A job analysis is a process used to determine and identify the details of a specific job requirement or duties and the significance of these duties for the given job (Spector, 2008). In a job analysis there are also judgments about the data collected on-the-job (Fine & Crinshaw, 1999). It is also important to remember that a job analysis is conducted for the job position and not the person. The data collected for a job analysis comes from current questionnaires or interviews, the specification and description of the job (Spector, 2008). The main purpose of a job analysis is to document and establish the job relatedness of employment procedures such as interviewing,

A job analysis defines the jobs in question, specifies what employee behaviors are necessary to perform them, and lastly it develops a hypothesis about the personal characteristics necessary to perform those work behaviors (Cascio & Aguinis, 2011). A job analysis helps individuals especially at the corporate level analyze jobs within their company to see if adjustments need to be made to accommodate needs. A job analysis serves various needs within the organization. The job analysis will analyze organizational design, human resource management, work and equipment design, as well as research purposes, and vocational guidance (Cascio & Aguinis, 2011). A

A job description is a wide, general and composed legal announcement of a particular occupation. It mostly incorporates duties, responsibilities, scope and working conditions of a job along with the job’s title as well as the name of the person to whom the employee reports.

Job analysis can save the employer from making mistakes that can cost the company money and hiring the wrong person for the open position and

7. Job descriptions typically include the skills, education, past experience, and other requirements needed for employees to perform a job. (T)

When the recruitment process becomes difficult, a job analysis can get to the root of the problem. A job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. There are different approaches that may be taken when completing a job analysis, it is up to the human resource manager to determine which approaches are the most effective. For example, job analysis may be completed by interviewing job holders and supervisors, using questionnaires, and also using observation to gather background information.

According to the text Job Analysis is “To make intelligent decisions about the people-related needs of a business, two types of information are essential: (1) a description of the work to be done, the skills needed, and the training and experience required for various jobs, and (2) a description of the future direction of a business. (Cascio, 2006, p.157)

Job analysis is the process of getting detailed information about jobs, and is so important, as it lays a foundation of everything personnel do. Job analysis effects the human resource planning to understand what levels of skill is needed for various jobs, so they know what kinds of human resources to recruit. Job analysis has a huge impact on selection. In order to hire the most qualified applicant, the hiring manager needs to know what tasks the individuals must perform and the necessary knowledge, skills and abilities. It involved training, performance appraisal and career planning. Career planning matches an individual’s skills and aspirations with career opportunities. Lastly, job analysis involves job evaluation which assesses the value of the job to determine the proper compensation.

Job analysis plays a critical role because it defines how human resources will be utilised in the organisation in getting the right candidates for the job. The job analysis breaks down the job according to tasks to be performed by the incumbent and the requirements needed from the incumbent to fill the position.