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.
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
Question/Prompt: Why are job analyses important in an organization? Describe the information that should be included in a job analysis as well as methods for collecting it. Also, explain the connection that exists among job analysis, job description, and job specifications.
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
For a performance management system to be effective the organization must establish clear job descriptions for each of the positions that are required to be performed by the employees. This can be a daunting task for the management team however, this is an integral piece of the performance management system. The proper procedure for developing the job description is by using the job analysis method (Aguinis, 2013). The job analysis allows for the management team to determine the specific tasks that are required to perform the job. Additionally, the management team can discover the knowledge, skills, and abilities required to perform the tasks successfully (Aguinis, 2013).
Explain the importance of performing job analysis and the legal and regulatory factors that impact recruitment and staffing decisions.
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
While analyzing the job vacancy a position analysis questionnaire will also be used. A position analysis questionnaire will help dealing with the task requirements of the job and also job stressors. In order to accomplish this I would use a four point Liken type scale with 4 meaning agree, 3 somewhat agree, 2 does not apply, and 1 for disagree. The questionnaire would contain 25 items. There would be ten on job overload and job control. Then 15 items from the brief job stress questionnaire (BJSQ) on evaluate job stress. In order to achieve the question used I would evaluate other employees with there consent and ask for supervisors input as well.
To adequately perform an analysis of someone’s job, considering the necessary skills for that job title is the normally the first step. Individuals can understand what the important tasks of the job are by analyzing the job. The job analysis should describe the work duties of the particular job, the qualifications and also the exact nature of the work. Taking Landslide Limousines, limousine drivers are expected to chauffeur clients to a particular destination. The nature of the job would be sitting for periods of time along with some lifting, knowing how to drive larger vehicles, and navigate to a particular destination. Determining qualifications for each position consider the experience, education, and ability. Creating job description will specify certain standards for a particular position. Identify critical skills and rate them.
*The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities or requirements.
I recently had the opportunity to interview Jennifer , Human Resource Manager with HCA Physician Services. Jennifer has been with HCA for two years but has been in Human Resources for seven years of which three years in HR management positions. Although she did not have previous experience in the healthcare industry she is highly recommended by her current and former employers. In addition to being a graduate from David Lipscomb with a bachelor's degree in Business Administration, she is also a member of SHRM. A former employee of Uline and Hewitt Associates Jennifer has held positions as benefits coordinator, HR specialist, and most recently as Human Resource Manager. Some of her most important functions are investigating discrimination
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
The jobholder will be required to perform the following duties and responsibilities and other duties at the appropriate level as assigned by management.