Essay on Senior Advocate Job Analysis

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 can be considered a cornerstone in the job evaluation process, and evaluation is a vital application to

For each of the job positions at the enterprise, the human resources division prepares a comprehensive job description outlining the typical responsibilities and duties that the successful candidate would perform, as a way of identifying the minimum personnel specifications that the successful candidate should possess. “Hiring an employee who fits in well at the workplace, performs the position’s duties competently, and adds value to the organization is a sign of a successful recruitment and selection process” (Foster, 2015, Lesson 13, Notes).

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.

Purpose: to help recruitment and training. When people consider about hiring some residential assistants, they can refer to this job analysis.

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

How positions are filled: Although there is no perfect formula for hiring, the best advice is to start well in advance of a hiring need. The HR professional needs to assess the role/need in terms of knowledge, skills, abilities (KSAs) before writing a job description and posting a vacancy. They are also critically involved in writing interview questions and establishing valid and reliable rating criteria for selection. When interviewing and selecting candidates, the HR practitioner must also ensure that all involved employees are knowledgeable of legal and ethical standards.

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 is essential as successful recruitment process relies on the effectiveness of this analysis in human resource management process (Caruth et al 2009:96-9). Job analysis collects relevant information pertaining the vacant customer services manager position, and is normally prepared by the HR manager. Job analysis can be structured into two, which is job description and job/person specification. Job description is then designed from the information gathered from Job analysis. Job description highlights the overall details and duties of the customer services manager position whilst job specification on the other hand assesses the qualities and skills required based on the criteria of the customer services manager position. Job description’s main focuses include the job title, responsibilities, remuneration and working hours, while job specification’s main focuses include qualifications, experiences, skills, and other accomplishments gained such as from trainings. The whole purpose of job analysis is to implement changes in the position structure to match certain requirements of the vacant customer services position. Job descriptions should be examined from time to time, as reflecting on an existing job description may be misleading as the customer services manager position may have changed over the years since the current customer services manager is nearing retirement, hence the necessary changes needs to

Clear job descriptions and hierarchies will be developed so that every employee is sure of their role in the organization and who their manager is. The revised job descriptions along with “mental, physical, and technical” qualifications will be used to determine employee suitability for the new positions within the organization as well as possibly eliminating positions (Liebler & McConnell, 2008). Using these criteria for placement of employees in positions within the new organization will “foster a positive climate of compliance with nondiscriminatory practices” (Liebler & McConnell, 2008, p.204).

The strengths of this document are that a Job Description is that it enables us to compare potential candidates to it, helping with the selection process and allows possible candidates of compare themselves with the job. Also, it allows candidates to know the relevant information needed about what the job involves and the responsibilities they will have. The documentation could be improved by the fact that you can lose an ideal candidate for another type of job, and the new employee can’t carry out a particular task mentioned In the Job Description. In conclusion, a job description would be used as a good method to help a potential employee to identify and understand what the job is and to understand the necessary information about the specific job that they are offering. In conclusion, a job description is important for candidates because a job description helps potential candidates to prepare for their interview.

The success of every organization is dependent upon the recruitment and performance of its employees. A job analysis leads to a job description. Job analysis differentiates one job from another. The purpose of the job analysis is to evaluate certain tasks of a particular job position (Stetz, Button, & Quist, 2012). A formal job description will ensure that the employee retention rate will remain at a low level. First, the compensation professional should address the lack of job descriptions for the current and potential personnel hired for Easy Spa. The fact that the company does not have any written job descriptions is an issue that must be addressed. It is imperative that the company is hiring qualified personnel for each position. Job description

The resulting job descriptions were born out of matching mission needs against organizational structure and analysis of the work to be done as well as personal characteristics (knowledge, skills, abilities, personality characteristics) that are required to do the work (Cascio, p.167, 2010). It is always a challenge as a manager to ensure the best people are in the right jobs. Knowing your people and their skill sets, personalities, leadership abilities, etc. is always the key. Performing a solid job analysis and having an accurate job description on the books definitely helps ease the challenge of putting the right employee in the right job.

Human Resource (HR) managers work with top managers in order to create jobs and develop high-performing workforces. HR managers design jobs that fulfill the needs of the business and align with organizational goals. However, before jobs are created, HR managers need to understand what tasks and duties are required. The process of identifying the tasks and duties needed for a job is referred to as Job Analysis (Noe, Hollenbeck, Gerhart, & Wright, 2014). A job analysis is important because it assists managers with recruiting, performance management, compensation, and ensuring equal treatment (Stewart & Brown, 2012). Ultimately, the information gathered from job analyses are used to develop job descriptions. This paper will demonstrate

Job design typically takes place when a manager, usually of human resources, establishes required tasks, positions responsible for those tasks, and the distinct characteristics that selected employees should possess (Baack, Reilly, Minnick, 2014). The standard approach to job design is through job analysis, job description, and job specification (Baack, Reilly, Minnick, 2014). The newly appointed District Manager has conducted a