Hrm - Job Analysis

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Contemporary globalization of businesses and growing global market competition has made effective human resource planning as one of the major strategies to forge ahead and remain proactive. It can be said that an organization 's success lies to a great extent to the knowledge, skills, creativity, and dedication of its workforce. Every aspect of an organization needs human capital to drive its activities or operations to achieve individual strategic goals and objectives towards its purpose of existence, growth, and competitive status. Companies can compete at all levels of the marketplace through improved commitment not only through creativity, innovation, and research, but also human resource development (Truong, Heijden, & Rowley, 2010). In this regard, the human resource planning is needed to ensure a systematic analysis of human resource needs so that the right quantity and quality of employees are always available when required. Fundamentally, organizations are looking for the best people that would help drive them to their desired destination of achieving their missions. Therefore, it is important to develop human resource strategies to support organizational strategies, through measures such as forecasting human resource requirements, and effective strategic staffing. Technically, an organization 's mission, goals, and objectives drive its strategy and human resource (HR) and staffing strategy in an interactive manner. The purpose of this

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).

Susan Burnt has been selected for one of the outside sales representative position. She is familiar with the work ethics of Interclean. She has worked under the supervision of David Spencer. She has been very successful with all sales accounts she has worked. She has

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)

At this report, I explained some basic concepts related to human resource management, such as job analysis and talent management, what is the personnel planning and recruiting practices, following are employee testing and section as well I displayed the interview and training activities to readers. Throughout the report is based on PricewaterhouseCoopers (PWC) as an example to expand the specific explanation, so that the all readers have a more intuitive understanding of these concepts. Finally, I draw the proper conclusion.

The first step for this assignment is to describe the specific 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: “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; “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. The Job; not the person; An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.” ("Job Analysis: Overview," 1998, p. 1) The peer reviewed journal article “Evaluation of job analysis methods by experienced job analysts” defines it as “Job analysis is a process by which jobs are subdivided into elements, such as tasks, through the application of a formalized, systematic procedure for data collection, analysis, and synthesis. (Sistrunk, 1983, p. 1). All these authors

A survey conducted amongst Human Resources (HR) professionals in September 2007 stated they consider employment and recruitment one of the most critical HR function areas. (Gurchiek, 2008) According to Harris (2011), the size and quality of the workforce makes a huge impact on the effectiveness of the company. The size of the workforce also goes on to determine how the human resource area will function and what its priorities will be. Larger companies go on to work with a large workforce but that also means bigger responsibility. The company needs to be aware of how the employees are working and whether their output is what it should be.

Today Human Resources (HR) is at the centre of business performance. HR professionals have an important role to play in driving decisions that enable their organisations to thrive in both the short and the longer term. Where in the past the function delivered the fundamentals that underpinned the employee lifecycle (such as recruitment, induction and salary administration) supporting organisation performance is now the theme running through HR’s work.

Job Analysis is an organized study, study and recording the tasks, obligation, abilities, accountabilities, work setting and aptitude prerequisites of a precise work. It as well engages concluding the relation magnitude of the obligation, tasks and physical and poignant ability for particular work (Pynes, 2009). All these aspects recognize what a job demands and what a worker should seize to carry out the work efficiently.

This essay is basically focused on the telecommunication company Telstra’s business objective, which was set up by the CEO Solomon Trujillo of downsizing 10,000 non-core and redundant jobs roles.

In the competitive business environment nowadays, companies need to present themselves as serious players with edges in various aspects, one most important of which is quality of their workforce. The quality of an organization’s workforce ,to some degree, determines how far it can go and this kind of quality depends mostly on an essential element in an organization’s operation, which is human resource management (Martin, J. 2008). Human resource management refers to the management of a company’s working staff, or human resource, including the practices of job analysis,human resource planning,recruitment,selection,human resource development, etc.(Kleynhans, R. 2006). Among all these practices, what is fundamental

People are integral part of any organization today. No organization can run without its human resources. In today’s highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. This hiring is an important function. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type of people on organization needs. Job analysis and job design enables to specify the task and duties of jobs and

Job analysis plays a vital role in a lot of human related activities, but every process that has interventions, has limitations. According to Michael Armstrong (2003), “job analysis provides first hand job related information, it provides valuable job related data that helps managers” (p. 173). “Managers analyze the duties and responsibilities of a particular job, risks and hazards involved in it, and skills and abilities required to perform the job” (p. 173). One of the most important activities it helps with is, creating suitable jobs for employees. When HR fits the right person, in the right job, it tests the skills, understanding and competency of the HR manager. It helps them understand what type of person is suitable for the position (p. 173). Armstrong (2003) provides information regarding job analysis and several helpful tips with establishing operative hiring practices and training needs such as, who should be hired, where they should be placed, when to convey training and how, what type of

A traditional job analysis approach in this sense would be useful for organizations in figuring out what has been done wrong and right in the past concerning the job. From this knowledge from the past, organizations can use that as a platform to develop innovations to better the way the job is to be performed; which essentially is a competency modelling approach. Yet again, the two models/approaches are seen to complement each other (Sanchez & Levine, 2009). One aspect that varies however is performance