Job Analysis : An Hr Manager Of The Retail Company

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

* 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.

I feel that it helps maximize dollars spent on employee compensation for each position. It uses the skills and experience need to perform the job. It helps creates the atmosphere for interview questions. It helps to detail the information about the position. It also helps to keep employees from saying that that not a part of their job.

Within the recruitment and selection process it can be found various tools in order to systematise the process, but not at the cost of quality of the employee. They are the job analysis, job description

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

A job analysis is the system that is used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. The object is to produce a job description which is the end-result of the job analysis. Other purposes of the job analysis include recruiting plans (for recruiting people to fill positions), HYPERLINK "http://humanresources.about.com/od/careerandjobsearchhelp/a/post_jobs.htm" position postings and advertisements ( to ascertain the kind of people that would be best for filling certain positions), and HYPERLINK "http://humanresources.about.com/cs/perfmeasurement/a/pdp.htm" performance development planning (i.e. to identify the personal and business goals that are most important for the success of the business).

According to (Bratton and Gold, 1999) that job analysis, used to produce job descriptions and personnel specifications, relied too much on judgment to identify key aspects of a job and to identify the important qualities that determine success. According to Machington and Wilkinson (2002) that the primary step in the recruitment process is to perform in depth job analysis to recognize functions going to be undertake by the new recruits, and to collect all the required data about the current job as, what skills are required and which activities are carried out (Foot and Hook, 2005). The concerned information could be acquired from sources as division manager, employees with identical jobs and the all the people who are engaged regarding the position announced.

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.

This job analysis is to give the employee or the new comer appropriate training and to setup the objective for them to perform their task so that they can easily to be assessed and managed in the organisation.

Job analysis: it is an organized process for gathering, documenting, and analyzing data about the required job. A job analysis is a formal, structured process that follow a set of guidelines that is established in advance. Having a good job analysis ensures that accurate information on skill, effort, responsibility, and working conditions is stated, and be able to reduce the weaknesses to equitable employment access for all Canadians. The job analysis provides objective evidence of the skills and abilities that is required for effective performance for the job, which is used to provide evidence of the consequences of the selection procedures measuring those abilities. Countries such as Australia, Canada, and the

Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for one to perform them. The process involves use of methods and procedures to determine the duties, responsibilities, working conditions, working relationships, and required qualifications.

Job analysis is a necessary first step for a successful hiring process because to find the perfect candidate, the business must first know what is to be expected of the candidate. A

Job analysis- the process of determining the skills needed to do a job and the type of person who should be hired to do the job.

Information related to the tasks, responsibilities, knowledge and skills serves as a realistic basic for hiring people. Job vacancy is advertised on the basic of job description and job specification. Job analysis provides understanding of what an employee is expected to do on the job. Such understanding serves as the basic for meaningful forecast of job performance.

The strengths in using this approach is that it saves time for the company. Bringing in an outside expertise with higher rate of applicants. Also it frees up HR for more value – adding activities.