IAN LE POIDEVIN
1. Discuss the process of job analysis and why it may be useful for organisations to undertake.
1.1What is Job Analysis?
Job analysis is a systematic approach, through which you can ascertain the duties and tasks of a particular job and the characteristics of the person required to undertake the job. “Job Analysis plays an important role in recruitment and selection, job evaluation, job designing, deciding compensation and benefits packages, performance appraisal, analysing training and development needs, assessing the worth of a job and increasing personnel as well as organizational productivity”(Management Study Guide (MSG), Purpose of Job Analysis, 2013, para 3). Job analysis is an important task of a Human Resources (HR) department; and if effectively utilised an organisation to effectively recruit and manage its human resources.
1.2The Job Analysis Process
In order to conduct an effective job analysis you first need to establish the reason or purpose of job analysis. If the Human Resources (HR) manager and their team don’t have a clear understanding of why the data is being collected and what it’s to be used for at the end of the process; the wrong data may be collected and a lot of time and resources wasted. Once the reason is defined, the next step is to select who will conduct the job analysis.
The decision needs to be made on wherever the job analysis be conducted by the HR department or out sourced to a contractor. Outsourcing the planned job analysis may cost more; but they will have no preconceived opinions of the job. Therefore, a contractor tends to provide unbiased advice, methods and guidelines. Once whom is conducting the job analysis has been decided, you can then plan the conduct of the job analysis.
Planning the job analysis is an important step in the process; as this is where the HR manager decides on the level of employee...