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
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 is the process of assigning tasks to jobs which are required to perform the job (Baack, D., Reilly, M., & Minnick, C. 2014) By researching other companies of various job positions of the same
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.
The next step in the recruitment process would be to derive a job description. An initial step to this is to conduct a job analysis. A job analysis is used for collecting and summarizing information according to established guidelines. The information obtained also sets standards and performance expectations for employees assigned to these positions. Several different procedures or sources can be used in this process. Included in these are interviews, observations of the actual job, questionnaires, supervisory input, published literature, and the use of experts.
The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).
3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more
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 judgments are made about data
The job analysis is only here to inform the each of the employees of the responsibilities that should have been met within the standard of the company and these standards should have been explained to all employees upon accepting their current job placement, thus stated will be a list of all the requirements in terms of aptitudes, attitudes, knowledge, skills, and physical expectations. The objectives of this job analysis will have to include the recommended and more importantly well-organized approaches for each of
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).
Band 2 – Advises and in some instances manages HR issues. An individual at this level will understand evaluation processes and be able to assist with known solutions.
Job analyses are important because they describe the differences and similarities of a job position. They help to create the job description of a position so that a person who wants to apply for that position will know what the “job duties, tasks and responsibilities” (Milkovich, Newman, & Gerhart, 2014) of the job will be and what they will be doing if hired in to that position. Job analysis also give job specifications of the “knowledge, skills and abilities” (Milkovich,
Job analysis is often referred to as the “corner stone” of HR activities because almost every HR management process includes some type of information gathered from job analysis. Job analysis provides knowledge for the following HR processes: work re-design, workforce planning, selection, training and development, performance management, career planning, and job evaluation (Steen, Noe, Hollenbeck, Gerhart, & Wright, 2013, p.66-67). The information job analysis provides, acts as the building blocks to these HR activities, thus bringing an understanding to job analysis being referred to as the “corner stone”.
Creating a company culture of collaboration, innovation, and continuous improvement is why I chose Human Resources as my second career. I found in my prior roles I excelled in creating an inclusive environment that allowed people to thrive. Growth and development is a fundamental part of human nature and it is what has driven me in every position I have had. Seeing potential in people and creating opportunities for them to succeed has been something I focused on in my various roles at Broadview University and in my current role as hospital manager. Coaching people to help them find what makes them passionate and develop their skills so they can be successful is what I do best. I have accomplished this by getting to know my team’s strengths
I have been interested in immersing myself in a Human Resources career for a long time. In a few positions I held in the past working in different offices I was able to help such department in many ways and my most relevant experience was working as a Regional Representative of a private social security company in my home country Brazil. I had my own office and worked alone but interacted with the employees secured by the company all the time. I was responsible for checking on their health and retirement benefits, updating/requesting and changing them. Having worked in an office environment for most of my professional life I acquired knowledge from different areas that can be applied pretty much anywhere. I am proficient in Microsoft Office
According to Ferris, et al. (2002, p. 216 - 228), there are different methods that HR managers can use in order to collect job analysis information. These methods include: