Job Analysis – Human ResourceNowadays, human resource managements play an important role in the modern enterprises. However the Job Analysis is the cornerstone of human resources management, because Job Analysis has basic functions of human resources management, it is the beginning of the work of human resource management activities (Cascio 2005). This paper discusses the purpose and application of Job Analysis for HRM in different activities such as recruitment, training and performance evaluation.
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 (Fine, et al. 1999). The main outcome of the Job Analysis process is a position description. As important information, position description reports to the HRM manager not only job detail, job duties, but also reflected accurately in any personnel specifications. It helps to support human resource management activities as recruitment processes, training and performance appraisals. A position description consists of the job description and job specification. The job description describes a job by detailing the tasks to be performed, equipment used, conductions under which the works is to be carried out and the standard to which tasks are to be performed. A job specification describes the type of person that would be best suited to the job, and the knowledge, skill, abilities, attitudes, experience and qualifications they would need to perform the job((Dessler, et al. 2007).
Recruitment is a crucial part of human resource management which enterprises can not escape in their works. In order to the future development and enhance their core competitiveness of companies, the HRM are looking for highly qualified and committed individual to fulfil the challenging position. However, the aim for recruitment and personnel selection is to identify and employ the most suitable candidates. A Job Analysis is important to any organization because they help place the right people in the right job (Dessler 2008). Firstly, Job Analysis clarifies work functions, give a list of what the job employees involves and help them understand their own jobs. On the other hand, the information obtained from the Job Analysis can contribute to defining the selection criteria (for example, necessary knowledge, skills and ability for successful implementation of some tasks) for the organization. Through Job Analysis, it can be developed
For employers, the HRM is looking to provide a flexible and relevant job platform which can accommodate all occupations. They want the agency to provide a range of skills for any job with all the requirements for employment.
Consequently, the HRM will ask for a list of occupations with the appropriate skills. Some of the skills such as work experience, knowledge, skills on business operations, knowledge about organisational processes and experience of working on multiple teams can all be used in each type of work scenario and are therefore used for this job application (Coffey 2004). Further, employees of these agencies should have a high level of knowledge and expertise about their job position and the duties and responsibilities of the agency at that particular time or place (Coffey 2004, 2003, 2005). Each of these skills have a specific value according to one’s current conditions. The more knowledge an employee possesses of the area covered by the skills, the more he or she can access information concerning the agency. However, the information gained should in no way be regarded as a substitute for the job, as such information may be useful for training other employees; instead it should be integrated into the agency’s work, providing them an opportunity to get used to it (for example, to work on some assignments without giving their employer any personal input; see: ‘Learning to operate an operation in a company with two managers in a week’.).
The HRM wants to give an opportunity for employees to gain insights into the agency personnel and capabilities, to get feedback from the agency. Therefore the agency shall help the individuals to apply to a contract, to achieve the requirements of an application, to meet the requirements of relevant employees and provide relevant training.
With the Agency, the HRM will not only offer the agency the capability to provide employees with an understanding of their company’s future business, but also to identify their role and duties. Such an understanding and skills building process is a way to facilitate long-term planning and build capability to improve management.
As the management objectives of the Agency in addition to the duties and responsibilities will be aligned with the objectives of its HRM (such as work with and for employees), the agency will also provide training and other information to employees. This is necessary for the Agency to develop an image and image of the job within the Agency (Coffey 2004). The agency also proposes an opportunity for employees to learn from an external partner. The agency may also help employees improve their knowledge, skills, communication skills and other characteristics of the Agency, through the integration and promotion of the roles of the Agency in its business. Therefore, the Agency has already made suggestions and has prepared a strategic plan for the management of the HRM to address these problems.
The Agency believes that the Agency offers the best possible employment environment for all stakeholders and that each Agency will have the best possible business environment when it comes to the management and promotion of employees. For example, many companies use the Agency as a platform for business development in order to better support their employees, improve personnel efficiency and reduce overhead. The goal of the Agency is to maintain its job and the Agency therefore strives to create value wherever possible. The same should not be said for the government of any other country, but it seems the Agency needs to develop its knowledge of the industry and its needs for development into a competitive market, preferably that of the Agency and help to fulfil the agency’s operational function. Therefore, the Agency offers its employees the opportunity to work for a higher level than in the other agencies.
Furthermore, the Agency also wants to ensure that the Agency’s staff is well qualified and competent who are willing to assist in the promotion and retention of employees; and ensures compliance with applicable law and regulations.
In particular, this ensures that the Agency is aware and effective in the various business