Job Analysis Job Description Essay

Explain the importance of performing job analysis and the legal and regulatory factors that impact recruitment and staffing decisions.

For this assignment I will be conducting a job analyze for a plumbers position. I will be also making a selection protocol to recruit the right employee. In order to do a job analysis the methods that I will use will be the methods job components inventory, and position analysis questionnaire. Then compare it to the O*NET Online. Then I will construct an applicant selection protocol.

Also, I would have interviewed the incumbent, if there is one and interviewed others within the company performing similar or identical task, since I was unable to do that I did look at the Job Descriptions for like jobs in the other Human Resource Departments. This might result in reclassification of some positions to bring them into line with the same type positions in the company because the information obtained from the analysis provides an accurate assessment of how to design a given positions description and set selection criteria.

requires that Marvin clear any new ideas or initiatives with her prior to taking action. The

Our mission is to provide the comforts of home away from home, while traveling with the world’s best-known cruise brands. We promise you will dive in a pool of luxury, relaxation and enjoyment. We’ll let superior customer service and friendly employees carry our customers away on the waves of entertainment and fun. We guarantee an outstanding value to match an outstanding vacation experience. Our company’s job is to provide a safe and secure environment to everyone who will join us onboard of our fabulous ships, from the time our customers will set their foot on our deck, and during a journey to a variety of exotic locations. We care about our employee’s growth and will work to nurture their potential as we believe it will lead to our company’s financial growth and success. We base our business on strong ethical standards, and high

investigating the work tasks, duties and responsibilities of employees whom you intend to fill in these positions

Though there are several methods of collecting job analysis information yet choosing the one or a combination of more than one method depends upon the needs and requirements of organization and the objectives of the job analysis process. Job analysis methods that are commonly used by the organizations are Observation Method, Interview Method, Questionnaire Method, task inventory, job element method, competency profiling, technical conference, threshold traits analysis system and a combination of these methods.

The procedure of receiving detailed information about jobs. Job analysis is typically descriptive, not prescriptive. It might often be valuable to define effective ways to do a job. Differences in information from high performers and low performers can highpoint the activities and personal assets that lead to effectiveness.

In this paper, I will analyze the elements of a job analysis and discuss its significance to the hiring and employee development aspects of human resource management. I will describe the importance of a PAQ, proposing two ways the results can be used to redesign a customer service job for efficiency. I will develop two strategies that HR professionals can in the selection for a customer service position using a Fleishman Job Analysis System. I will examine the challenges for designing this job for efficiency and suggest two ways to redesign it. Finally, I will propose three ways a HR

Job analysis:- job analysis provide a information to company at where which person are fit according his duties. Job analysis helps to solve problem in a organisation according to ability. Then they use the most suitable alternative, which is best for employee and organization. Then they do implement those to staff and make them to follow by the each employee in their organization.

Uses of Job Analysis provides critical inputs to management decision- making particularly in relation to the recruitment and selection of personnel analysis reveals the areas in which the new employee has to be trained to successfully perform the tasks in the assigned job. Provide critical information about work relationships in a particular unit or department as well as among departments in the whole organization. assist management in coming up with standards for work performance also serve as a tool for evaluating jobs in the organization management can be guided to determine the movement of employees by promotion, demotion, transfer, layoff, or resignation.

-Job analysis: Systematic way to gather and analyze information about the content and the human requirements of jobs.

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

The starting point is to carry out job analysis to identify the sorts of skills, knowledge and essential requirements that someone needs to have to carry out a job. These details can be set out in a job specification, which is passed on to recruiters - it gives them a picture of the ideal candidate.

The following is the information that we collected from the job analysis questionnaire by interviewing with the HR manager assistant. Besides, some of our own finding information comes from various sources, such as HRD textbooks, online website, and article.