Job Analysis : An Hr Manager Of The Retail Company

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.

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).

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.

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

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.

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 is a process of collecting information about a job. Job analysis involves the process of identifying the nature of a job (job description) and the qualities of the likely jobholder (job specification). Job analysis results in job description and job specification. A job can be analyzed only it has been designed and someone is already performing it. Thus, job analysis is performed upon ongoing jobs.

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.

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: 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 defining the specific job duties, educational requirement, work experience, and skills to fulfill a vacant position; being as specific as possible will only enhance the chances of interviewing and potentially hiring the perfect person for the job (Busi, 2012). As detailed as a job analysis must be, a position can only truly be assessed when it is filled; there are many minute tasks that are not thought of when listing a position with the various ad agencies like monster and careerbuilder.com. This fact makes the interviewing process exponentially important; anyone can tell an interviewer anything but the administration of skills tests will portray the extent of a particular skill.

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.

According to Arnold et al (2010), the aim of the traditional job analysis is to find the person who fits best to the job. The traditional selection method includes application forms, CVs and interviews. Because of the technological revolution in the working environment, there have been huge changes in the nature of work and employee work patterns. Thus, the traditional approach becomes less relevant and many other techniques are used instead, including the suggestion for a more proactive and strategic approach to job analysis (Singh, 2008, cited in Arnold et al, 2010).

As employees are so important, the organisation needs to assure the best personnel and their wellbeing. Apart from the recruitment and selection costs, if they choose the wrong personnel it would suppose extra costs such as dissatisfaction of clients, reduced productivity, loss of money, poor performance and bad-quality products, for example (Poulakos, 2005). Organization’s aim is to avoid these undesirable costs, so a systematic process is needed for a better recruitment and selection processes. At the same time, it ensures that the chosen candidate meets the requirement. Moreover, a systematic process helps the organisation to choose people no matter the gender, ethnicity or age because it avoids bias.

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