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Job Analysis Methods

All the selection and assessment are normally based on job analysis. For the identification of the best person to be considered for a job, it is highly important to completely understand the nature of the job. Job analysis has a number of benefits, including ways to develop an understanding with the help of interpreting the tasks performed in a job. Also, the capabilities are crucial and compulsory for the completion of the tasks and to maintain the connection among the tasks and the capabilities/competencies.

The data of job analysis is required:

  • To establish and describe in the form of a written paper the capabilities required for a job.
  • This is for the identification of the job-relatedness of the competencies and tasks that are required to effectively execute the job.
  • Top gives a source of legal defensibility of assessment as well as selection measures.

Uses of Job Analysis

  • Recruitment

Job analysis is required to find ways to hire the people for the job openings that are about to be advertised. The skills and position requirements for future openings will help the managers plan and hire people using systematic procedures.

  • Training

For confusion about the job and its descriptions, proper training is highly required. Sometimes, the candidate has the caliber to complete the job, but he is still unable to finish his tasks because of some new concepts and strategies. For this purpose, training is required as they are the basic part of the job analysis.

Job Analysis Methods

  • Open-ended questionnaire

Questionnaires are being filled out by the job officials as well as managers about their skills, knowledge, and relevance to the job. HR analyses the answers and publishes a statement of the job requirements.

  • Work Diary Log

The anecdotal or diary is used for the employee to maintain his record, timing of tasks, frequency and work burden. The employee keeps the record, and HR analyses it, identify the patterns and translates them into the form of job descriptions.

References

Lal, M., & Anjana, M. S. (2015). An Empirical Study of the Impact Analysis of Human Resource Management Practices on the Enhancement of the Organizational Performance. SOCRATES: An International, Multi-lingual, Multi-disciplinary, Refereed (peer-reviewed), Indexed Scholarly journal3(1), 80-94.

Phillips, J. M., & Gully, S. M. (2015). Strategic staffing. Hoboken, NJ: Pearson.

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