Academic Master

Human Resource And Management

Job Analysis In Human Resource Management

Job analysis can be described in different phases in human resource management (Morsh, 2013). The entire job analysis process should be carried out in a systematic manner following appropriate professional practices. These steps are outlined below:

  1. Planning of the job analysis- it is important to plan the job analysis process before the start of data gathering. Here, the objectives of the job analysis are identified, the outcome of the compensation program in an organization is revised, and the structure of the organization is changed according to its strategies.
  2. Preparing and introducing the job analysis- it revolves around the identification of jobs under review, whether clerical, hourly, jobs in the whole organization or one division of the organization. It is also crucial to communicate and explain the job analysis process to employees, union stewards and managers before conducting it. Review existing job documentation to understand the structure of workers in the organization.
  3. Conducting the job analysis- after the pre-payment is done, carry out the analysis. Enough time should be allocated to gather information from the employees. Sort and gather all the information together and compare data from similar jobs in the organization. Finally, review and compile a comprehensive and reliable document to serve as a representative of the entire organization.
  4. Developing job specifications and description- draft job specifications for every employee, and once the draft is out, it should be reviewed by all employees and managers. Identify recommendations and initiate the distribution of the final copies to all managers by the HR department.
  5. The last phase is maintaining and updating the job specifications and descriptions. As the structure of the organization changes from time to time, review and update the information to keep the running current (Brannick. et al., 2010).

It is also crucial to identify methods used to collect information in the job analysis process, namely:

  • Questionnaires- a set of questions designed and distributed to all the employees to collect relevant and detailed information from the employees according to their working levels.
  • Observation- employees are observed at their workplaces. It can be done in sample or continuous form. It is important for places where employees are involved in physical activities. It offers the observer room to familiarize themselves with the job (Hartley, 2009).

References

Brannick, M.T., Levine, E.L., & Morgeson, F.P. (2010). Job and work analysis: methods, research and applications for human resource management (2nd ed.). Thousand Oaks, CA: Sage.

Hartley, D.E. (2009). Job analysis at the speed of reality. Amherst, Mass.: HRD Press. The JASR method of job analysis is based on four principles.

Morsh, J. E. (2013), Job Analysis in the United States Air Force. Personnel Psychology, 17: 7–17.

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