What The Six ( 6 ) Steps Performing A Job Analysis Essay

A job description is a written summary of the responsibilities related to a specific job and the skills and knowledge necessary for discharging those responsibilities effectively. The job description becomes a handy resource for human resource professionals and departmental heads when recruiting new people to fill in vacancies as well as for the purpose of evaluating performance. The job description is also an important component of the job specification, a document that includes task requirements as well as a profile of the ideal person for the job (Cascio 2003, p. 160).

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

* 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.

Job description entails the outlining of the skills, and the necessary qualifications and competencies required for a working opportunity. A recommended job description should include some aspects, including a list of technicalities required and hierarchical levels in the organization. It should be able to be used in signing the service contact (Slezak 2012).

4. You have been promoted. You now need to recruit a staff member to fulfil the role you

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

Job C was the Prepared Foods Department Team Leader, the largest compensable factors was the fact that it is responsible for profitability, expense control, buying, compliance, as well as hiring, development and termination. Job H is responsible for the same things, but on a much larger scale, as it is responsible for multiple stores. This is important because it defines that the job is a job that has a large amount of responsibilities including supervising other employees as well as other responsibilities such as profit and loss. These must be looked at first, then, the transactional types of responsibilities need to be broken out. Where the majority of the time is spent, is where the overall structure of the job is defined. Looking at these different things, gives a clear picture of what the job actually does. Then it can be compared to other jobs within the industry to see if the company is following industry best practices for these positions, as well as determine how the positions should be compensated.

Job description: all advertised vacant positions will include a description of the position and its requirements, responsibilities and tasks. The company’s managing director writes the job description and then will review the description, while taking the

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:

The job analysis is used to develop training needs, compensation for skill levels, responsibilities, and required levels of education. It is used to develop selection procedures and criteria for performance reviews. The job analysis consists of different methods to be used in combination. The methods include review of job classification systems, incumbent reviews, supervisor review, expert panel, structured questionnaires, task inventories, check lists, open-ended questionnaires, observation, and incumbent work logs. The job analysis should include duties and tasks, environment, tools and equipment, relationships, and requirements.

Brencic & Norris (2012) believe that there are various areas concerned whilst identifying job requirements. However, the key main areas consist of the analysis, evaluation and description of the job role. Uggerslev et al (2012) describes one of the main linked key areas; it is highlighted that the job analysis involves important information. It is further explained that the information gathered during this process is needed to create a job description and to develop vital information such as pay structure for the position. Therefore, this particular area is of fundamental importance as it not only helps the organisation but it also helps employees understand what is expected of them (Brencic & Norris, 2012).