Job Analysis
Table of Contents 1.Introduction 3 2. JOB ANALYSIS 4 2.1 Concept of Job analysis 4 2.2 Components of Job analysis 4 2.3 Process of Job analysis 4 2.4 Methods of Job analysis 6 2.5 Benefits of Job analysis 6 3. JOB DESCRIPTION 7 3.1 Concept of Job description 7 3.2 Components of job 7 3.3 Purpose of Job description 8 3.4 Criticism of Job description 8 4. JOB SPECIFICATION 9 4.1 Advantages of job specification 9 4.2 Problems of Job specification 9 5. JOB DESIGN 10 6. JOB ANALYSIS INTERVIEW 10 6.1 SELECTED QUESTIONNAIRES USED IN THE INTERVIEW 10 7. JOB DESCRIPTION 13 8. REFLECTION 14 9. REFERENCES 15 10. APPENDICS 16
1. Introduction
Organization today are depending more on their Human resource. The Human resource management is on managing people within the employer employee relationship to achieve organization strategic business objectives and to satisfy employee needs (Stone, 2010). Ineffective HRM is a major barrier to employee satisfaction and organization success. Therefore it is important to have a proper match between employee capabilities and the job performed. Therefore job analysis and job description are important aspects when it’s come to the part of recruitment and selection. A Job analysis was traditionally done mainly for the purpose regarding recruitment, pay, administration and supervision (Pareek & Rao, 1992). A Job description is a written document explaining why a job exists, what the job holder actually does, how they do it and under what condition the job is performed (Stone, 2010). Job analysis is a chief tool in personal management. This means the Human resource manager need a good understanding of work and how it is organized to ensure that the organization’s strategic business objectives are being supported and employee needs are being met. Organizations that fail to have the right people in the right place at the right time are at risk.
This portfolio contains a research of job
1. Introduction
Organization today are depending more on their Human resource. The Human resource management is on managing people within the employer employee relationship to achieve organization strategic business objectives and to satisfy employee needs (Stone, 2010). Ineffective HRM is a major barrier to employee satisfaction and organization success. Therefore it is important to have a proper match between employee capabilities and the job performed. Therefore job analysis and job description are important aspects when it’s come to the part of recruitment and selection. A Job analysis was traditionally done mainly for the purpose regarding recruitment, pay, administration and supervision (Pareek & Rao, 1992). A Job description is a written document explaining why a job exists, what the job holder actually does, how they do it and under what condition the job is performed (Stone, 2010). Job analysis is a chief tool in personal management. This means the Human resource manager need a good understanding of work and how it is organized to ensure that the organization’s strategic business objectives are being supported and employee needs are being met. Organizations that fail to have the right people in the right place at the right time are at risk.
This portfolio contains a research of job
References: Stone,R. (2008).managing human resource. Milton Queensland, Australia: John Wiley & Sons Pareek, U., & Rao, T.V. (1992). Designing and managing human resource systems. New Delhi: Oxford & IBH Publishing Company Gomez-Mejia, L., Balkin, D.,& Cardy,R.(2010).Human Resource Management (6thEd.,). Pearson New Jersey. Stone, R.J. (2010). Managing Human Resources (3rd ed.). Milton, QLD: John Wiley & Sons Australia, ltd. Porter, J.E. (2009). Human Resource Management for public and nonprofit organizations. (3rd ed.,P_150-151). United States of America, USA: John Wiley & Sons. Herzberg, F.(1966). Work and Nature of work. Cleveland: World Publishing. 10. APPENDICS