Job Descriptions

In this assignment I am going to explain about the role of the effective communication

Many people may resist change because they fear they will lose their jobs, status or position. It may be because they do not fully understand the purpose of change, or they may have a different perspective on the change than their management. “Individuals, groups, and organizations must be motivated to change. But if people perceive no performance gap or if they consider the gap unimportant, they will not have this motivation. Moreover, they will resist changes that others try to introduce,” Bateman and Zeithaml explained. Many times change for people at work

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

Defining job requirements through a detailed analysis provides employers the right tool to hire the most qualified personnel. “Developing a structural approach to obtain the ideal employee is challenging. Several key factors that impede planning for talent acquisition, include failing to develop a talent strategy that aligns with organizational goals, not focusing on developing talent at the middle and senior levels, and not understanding the type of individuals who are interested in working in the organization.” (Bugg, 2015) Supervisors must ensure an accurate job analysis is accomplished to avoid future problems defining job requirements, while trying to hire new employees.

The reason communication is seen as a complex process is due to its different parts that make it up. These different processes that take place are composed of other elements creating a very complex system. The parts are sender and receiver, message and feedback, channel, context, and noise. These parts contain other factors within themselves

The methodology included in-depth interviews with supervisors and staff from each department, analysis of operating procedures in comparison to industry standards, identification of gaps and areas of improvement.

A job analysis interview helps an employee to describe the duties he performs on his job. Interviews work better with jobs that have long job cycles. A disadvantage of this method is that it can be extremely time consuming especially when several people will be interviewed. Another disadvantage is that the interviewer may lay excess emphasis on a particular aspect of the job while neglecting other areas of the job. Interviews work better with jobs that have long job cycles.

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

The criticality of job analysis in organizational success is a crucial function for human resource management and is a disciplined process of assimilating information pertaining to the functional aspects of a job. The information thus collected helps the human resources department to upload data on the factors relating to, a) time for the job, b) details of tasks under one job, c) restructuring job content for extracting the maximum potential of an employee, d) behavioral pattern of the employee and e) an assessment of the attitude and aptitude required from a candidate for the job on

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.

The details for the procedures of the job analysis identify the strategic importance the management analyst has within the functionality of the organization. There are times specific job functions become overburden with seasonal work and require assistance from a specialist. The management analyst provides specialist skills across a number of functional departments. The justification is that such breadth of scope in job responsibility is important to the success of organizational operations. The method of collecting data was to establish interviews with department managers to identify the role a management analyst would have within their department. The role is based on the underlying

COMMUNICATION:-Communication is the process of exchanging of information and common understanding each other. The elements of the communication process are the sender, encoding the message, transmitting the message through a medium, receiving the message, decoding the message, feedback, and noise. To an employer, good communication skills are essential in his working life. One of the challenges in the workplace is learning the specific communication styles of others and how and when to share your ideas or concerns. In all cases the problems are embedded in the complexity of the communication process itself. In order to transfer information, both the person sending and receiving the information must be able to formulate, listen, hear and interpret the message correctly as well as verify the information for completeness, and at any of these stages things could go wrong.

Communication is important to an organization because it enables the employees to build a mutual understanding which enables them to work as a team and increase productivity. The author Dai, Y. pointed out that McKay claims, "Communication is a basic life skill, as important as the skills by which you make your way through school or earn a living" (McKay, 2009, p. 1). In a business place communicating will promote productively, ethical work practice, relationships, profits and customer satisfaction. Managers are required to ensure that the employees are introduced to the organization’s polices usually in an oral and/or written manner. Practicing communication will result in a safe work environment. The manager and subordinate relationship is all based off of communication. Providing employees with interpersonal converse will most likely encourage their efforts to contribute hard work in the business place. The communication process gives guidance on an effective way to send a message in a professional method.