Obserpose Of Job Analysis Methods

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

Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.

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

According to human resource manager job analysis is the process of HR Manager Job analysis is the process of describing and recording features of jobs and stating the skills and other requirements necessary to do the job. The importance of conducting job analysis are to formulate job description and job specification which

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,

Recruitment is the process of screening, and selecting qualified people for a job at organisation or firm. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. By saying to choose a right people for a job means making sure that job holders have the right skills, knowledge and attitudes required by organisation to help them achieve firms objectives. In simple words recruitment is simply taking on employees to get the:

A job analysis uses the process of collecting information on how to accomplish a specific profession. It explores the necessary skills to complete the job, personnel’s responsibilities, and the working environment. A job analysis takes into account of recruiting for the profession like advertising and developing employees. After composing this investigation, a job analysis is able to constructs job titles, job summaries, job duties, safety and hazard

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:

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. Job-Analysis (2016).

Each article makes it clear that job analysis plays an important part in Human Resources Management (HRM) in that it helps set pay levels, aids in recruitment, interviewing, selection and placement, and helps both the supervisor and HR determine training requirements for incumbents.

The job analysis is consisting of job description and person specification. Job description requires about the profile of the perfect job candidate and requires about the skills, knowledge, experience and competencies, which are essential. And person specification

Job analysis mention about how fare employee suit with the job. Therefore talent management strategy and practice most important to job analysis. When analysis of the job organization can identify three types of performance level as follows;

There are numerous ways of collecting job analysis information. The most appropriate data collection method depends on the purpose of the job analysis, the types of information to be collected, the sources of information, the means of information collection and the way in which the data are to be analysed and reported. The five most common data collection methods are observation, interview, questionnaire, diary/log and critical incident reports. Other approaches include film and video, a computerised system and job analyst participation. Each can be used alone or in conjunction with one or more of the other data collection methods. Combination of data collection methods A combination of methods increases the probability of better results, so multiple methods are frequently used. The job analyst, depending upon the purposes of the job analysis (for example, recruitment and selection, performance appraisal or job evaluation), determines the method or combination of methods to be used.

The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.