Job Organization

The experimentation process will help continuously to answer the questions: what is the amount of value that a position will bring to the organization and how can the job be done more efficiently and effectively? Job Analysis further helps in making “Job Description” and “Job Specification” as it is used as point of reference.

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

* To help the employees in identifying the knowledge and skills required for performing the job efficiently as this would drive their focus towards performing the right task in the right way, which in turn helps work towards the business objectives as their

* 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.

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 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).

It is used as a starting point for working arrangements. It also helps the service users to understand what the risks are and what responsibilities the employees and employer have.

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

It is important to identify the skills needed for new roles. This can be done by creating a job description for the role in questions. Furthermore, an organisation can identify, through the job description, whether the skills already exist within the organisation or if it is necessary for external recruitment.

a) To provide a view or inventory of the organisations people, their skills and their potential.

I believe this explains the required skills and desired skills needed for the individual to be successful in their chosen role and setting.

Job analysis is regularly employed in most work settings to forecast performance outcomes. A job analysis is a process of getting detailed information about jobs (Noe, Hollenbeck, Gerhart, & Wright, 2014). Personnel are the most valued part of the organization, so these individuals help the organization in reaching the desired goals. There are three elements of job analysis: job description, job specification, and job context. According to the U.S. Office of Personnel Management (n.d.), job analysis data is used to:

to provide a focused medium for you to develop your learning in the major topics and themes that are built on throughout your study programme to develop your analytical, critical and evaluative faculties through requiring you to link the theories and knowledge that you are acquiring in your studies with the human resource (HR) policies, procedures, systems and practices that operate within your workplace to encourage you to add value to your organisation through your activities in the workplace by encouraging you to compare and contrast ‘best practice’ elsewhere with the systems, procedures and activities undertaken within your own organisation to promote practical skills in written format (particularly the systematic presentation of written materials in report or quasi-report structure) and interpersonal skills (particularly informing, persuading, gathering information and negotiating) to help you prepare thoroughly and systematically for your examinations in each PDS module to generally develop your professional knowledge, skills and understanding for your future career

A job analysis is a process to identify, to determine in detail, the particular job duties and the relative importance of the duties for a given job (Job Analysis: Overview, 1999). Judgments are made in the process about the data collected on a job. The purpose is to establish 'job relatedness' of the employment procedures. This would include training, selection, compensation, and performance appraisal.