Job analysis is important for human resource management as it provides accurate information about jobs to facilitate better decisions and increase productivity. To conduct job analysis, a company can perform activities like human resource planning to determine staffing needs, recruitment and selection training to hire qualified applicants, and training and development to ensure employees have the proper skills for their roles. Job analysis involves collecting information about job content, context, and requirements to help organizations maintain good job fits, perform effective hiring, evaluate training needs, and compensate employees appropriately.
Job analysis is important for human resource management as it provides accurate information about jobs to facilitate better decisions and increase productivity. To conduct job analysis, a company can perform activities like human resource planning to determine staffing needs, recruitment and selection training to hire qualified applicants, and training and development to ensure employees have the proper skills for their roles. Job analysis involves collecting information about job content, context, and requirements to help organizations maintain good job fits, perform effective hiring, evaluate training needs, and compensate employees appropriately.
Job analysis is important for human resource management as it provides accurate information about jobs to facilitate better decisions and increase productivity. To conduct job analysis, a company can perform activities like human resource planning to determine staffing needs, recruitment and selection training to hire qualified applicants, and training and development to ensure employees have the proper skills for their roles. Job analysis involves collecting information about job content, context, and requirements to help organizations maintain good job fits, perform effective hiring, evaluate training needs, and compensate employees appropriately.
Job analysis is very important part of human resource management in
an organization. It is really helpful in getting accurate and latest information about jobs. It helps in facilitating better decisions, increasing productivity.
To setup job analysis is our organization we can follow these
activities:
Human resource planning: This activity will help us to get right
number of skilled persons into the right job at the right time. If we are looking forward to hire more language teachers to teach students, we can identify the exact no. of teachers required with the help of Human resource planning.
Recruitment and selection training: To hire more teachers we first
have to start attracting applicants for the job. This activity will help us to invite applicants for our job role and select best among the applications.
Training and development: It is really important to identify training
needs of current employees. An employee should match their skills with their job. Employee with suitable skills for the job can be more productive than unskilled or less skilled for the particular job. It is really important to train and develop employees skills for the job they perform. Compensation and benefits: This activity helps us in deciding compensation for employees based on the nature of a job, skills and abilities required, associated risks, etc. Right compensation and benefits according to the job role can increase employee retention and productivity.
In the future company is planning to hire teachers, sales executives to
sale subscriptions and website developer. Job analysis will be to identify the exact no. of employees need to hire in every field, start a campaign to announce that we hiring will allow applicants to know about the vacancy and apply for it. For newly hired employees there should be a training program conducted to develop and improve their skills as per the job role and it is necessary to teach them about companies work culture, history and vision. Right compensation for the job role keep an employee motivated. Q-2 A-2. Every organization aims to maintain a good job fit, effective hiring proccess, analyse training needs, evaluate job performance, compensate employees etc. and job analysis is the only process which can help in all of these activities. To successfully done these activities It is necessary to have important information about the jobs. The information collection for job analysis is divided into three categories:
Job Content: It refers to the actions that an employee needs to
perform their job positions. Every job contains different job contents, it depends on nature of the job. For example, a nurse has to perform different tasks as per the jobs like taking care of patients, reporting to doctor and a doctor needs to perform different tasks compared to nurse like consulting a patient, running a treatment or surgery of a patient.
Job content includes following information:
Duties of an employee Machines, tools and equipment required Additional tasks to be performed Training required
Job Context: It details the conditions under which an employee needs
to perform a particular job. Job context includes following informations: Working conditions Risk and hazards involved Physical and mental potential Reporting authority Judgement Job requirement: These requirements make an candidate to get eligible for a job position. These requirements may contain experience, skills etc. details are as follows: Educational qualifications such as degree, diploma or license. Specific skills such as IT skills, communications skills, processing skills. Abilities such as mathematical abilities, problem solving abilities etc. Personal traits such as aptitude, reasoning, capability of handling unexpected or urgent situations. Q-3 A-3. a) If a company is planning to expand their business nationally then it is important to hire new people to carry out new operations. It can’t be skipper nor delayed, to run operations smoothly there should be proper workforce available to do the work.
There are some internal factors that affects recruitment of a company:
Recruitment policy of an organization: Every organisation has a
recruitment policy for their which outlines the objectives and provides a structure for a recruitment program. It is necessary to build a system for starting a recruitment plan so the organization can follow the system to fill vacant job positions with right candidates. In the future whenever our organization plans to start hiring for vacant positions this system will helps.
Size of business: Before starting recruiting it is necessary to measure
the size of our business and identify the right no. of employees needed for the job. As we are planning to expand our business internationally we have to hire more peoples to carry out operations.
Recruitment cost: It is important to evaluate different recruiting
methods and cost using their method for recruitment. Organisations tend to use lowest cost recruitment method. As recruitment could be really expensive sometimes.
b) External factors that influence recruitment in an organisations are
beyond our control. For example, if the supply of labour is more in the market as compared to demand, organisations would not be able to recruit people. This would affect the recruitment policy of organisations to a large extent. Some external factors that influence recruitment: Labour market: Recruitment sometimes depend on availability of labour in the location of organisation. Lack of labour will influence recruitment for the vacant job positions.
Goodwill: Before joining an organization people also checks for
organisations goodwill or image of an organisation in the competitive market. Good image can attract more skilled employees to join the organisation.