Human Resource Management
Job analysis and human resource management. The word job refers to a collection of tasks and responsibilities that an employee is responsible to conduct (Fine, Sidney, Cronshaw & Steven, 1999). Job analysis therefore is a process to establish and document the job relatedness of employment procedures such as raining, selection, compensation and performance appraisal. In the field of a Human resource and industries, job analysis is often used to gather important information that is to be used for personnel selection, training, classification and or compensation.
Vocational rehabilitation fields make use of job analysis in order to determine the basic physical requirements of a job so that they are able to determine whether an individual who has undergone some diminished capacity is capable of performing the job with or without some accommodation. When job analysis is conducted for mainly the reasons of valuing the job, this is termed as job evaluation. It is usually conducted using various ways including: interviews with incumbents and supervisors, questionnaires, observation and gathering background information such as a duty development or classification specifications.
Therefore, the professionals commonly use more than one of the above-mentioned methods. For instant, the job analyst may go to the site of the job and make observations on how workers perform their jobs. During this time, the analyst may gather materials that have direct or indirect indication of the required skills. He may then make arrangements and meet with a group of workers and later administer a survey. Job analysis usually gives rise to a description of duties that are common or tasks that are performed on the job.
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Therefore, he will work towards meeting the set goals and objectives by ensuring through job analysis is carried out and the best recruits with the best abilities and experiences are taken. It also influences human resource management by taking a keen look at the forms of the periodic performance reviews, which show behavior that will be rewarded, and those not respected. Through this, the employees are trained on the same which will motivate them to work harder thus bring out the best results in the organisation.
The personnel are able to find out the training that is available for the rote. Therefore he undergoes proper training hence gains relevant information concerning handling and carrying out job analysis. He is also in a position to offer adequate training to the new employees so that they are aware of what is expected of them as they perform their jobs. They should also be trained to be able to relate well with their employer and work towards meeting the set goals and objectives. The job analyst also looks a he incentive scheme in order to understand those behaviors that are to be rewarded.
Therefore, they are influential to human resource management as they will inform the workers of the same and encourage them to put more efforts so as to earn the set rewards. The future of job analysis is not defined since there are changes that occur day in day out, especially due to the gradual changes or advances in technology. Thus, principle under which job analysis was developed may not hold true in the future. Research have shown that job analysis should shift to work analysis since adjustments will need to be made to the changing world and the upcoming technology influence on jobs.
Therefore, it is definite that the future of job analysis will change and be defined on different principles depending on the particular work to be done and all that it entails. The resulting job description fit in the picture particularly in the coming jobless world in that among the qualified applicants of a particular job, only those that have majority of the requirements and experience will get the opportunities of working for the organization. This will leave many jobless and hence challenge them to work harder so that they would be the best in any available vacancies in future.
As Human Resource manager in this particular competitive environment, I would use fair means of recruitment in that only the qualified applicants get the opportunity to work with the organization. The unfair means such as recruiting employees on tribal basis or on corrupt means will not be seen or experienced in the institution. Only those who make it through the set job analysis will make it for the particular job and be able to work to their best to maximize profits in the organization.