JOB ANALYSIS IN HRM

 

JOB ANALYSIS IN HRM

The role of business analysis could support the organization to make awareness of changes. Although the visibility of work as static and stable, but in reality, work constantly changed, people would often engage in work who will change fine-tuning of work to adapt environmental conditions, or adapt habits of the individual to complete work (Armstrong & Taylor, 2014)

 Almost all the human resources plan or programs need to get certain types of information through the work analysis; it affects management of human resources in the following areas:

• Job redesign - Job analysis and job design are intrinsically linked, through job redesign to make same more effective (Brannick et al. (2007).

• Plans of human resources - The process of planning need to gain a variety of information work on the skill level, and ensure adequate staffing to meet the needs of strategic planning within the organization (Mahajan, 2015).

• Selection - It must be determined the main duties of job before selection of positions, and candidates must have the knowledge, skills and abilities. This information is obtained through job analysis. (Williams, 2007).

• Training - Trainers can clearly recognize what work to do for those were trained to ensure the effectiveness of training, that training helped their work done efficiently.  (Brannick et al.2007).

• Evaluation of Performance - To get the status information for every employee, the purpose is to distinguish the good performance of employees, bonus and prorfit (Dessler, G., Cole, N.D. Sutherland, V.L. 1999).

• Career Planning - The individual’s skills and aspirations should match emerging opportunities of the organization (Anderson et al., 2004).

• Job evaluation - It establishes a fair pay structure through the assessment of each work. In order to determine reasonable salaries for each position, it is necessary to obtain information on the work (Dessler, G., Cole, N.D. Sutherland, V.L. 1999).
  
  

Some of the important HR practices that might supplement the positive outcome of job analysis include the type of job analysis pursued, the sophistication of an organization’s HR information system (HRIS) and the extent of HR involvement in strategic planning activities ( Anthony et al., 2002).

 When we run a job analysis in my company, the top management is mainly focus on the Job analysis part with relevant requirements and Job qualities. With a good analysis for the job vacancy will help us to understand the required details About the Job.

                      

 REFERENCE-

Anthony, W.P., Kacmar, K.M. and Perrewe, P.L. (2002) Human Resource Management: A Strategic Approach, 4th edn. New York: South-Western

Armstrong, M. and Taylor, S. 2014. Armstrong’s Handbook of Human Resource Man-agement Practice. 13th ed. Ashford Colour press Ltd. London

Brannick, M.T., Levine, E.L. and Morgeson F.P. (2007) Job and Work Analysis Methods Research and Applications for Human Resource Management. 2^nd ed. USA, Sage Publications.

Dessler, G., Cole, N.D. and Sutherland, V.L. (1999) Human Resource Management. Canada

Harry L. Wylie (1957 ) Office Organization and Management, : Prentice-Hall.

Mahajan, J.P. (2015) Managining Human Resources. India , Vikas Publishing House Pvt Ltd.

N. Anderson, D.S. Ones, H.K. Sinangil, & C. Viswesvaran (Eds), Handbook of Industrial, Work and Organizational Psychology (vol 2: Personnel Psychology). London

Williams, C. (2007) Management 5e . Canada, South Western Cengage  Learning