Job Analysis for a Bank Management Trainee
A job analysis is the paramount process to various roles of an enterprise, employee, employer and the candidates themselves. Job analysis is defined as the method of collecting, analyzing, concluding and presenting the gathered information that is related to a particular job. The fundamental purpose of a job analysis is to provide vital information concerning a certain job and writing the job description and job specification according to the information gathered (Franklin & American Society for Training and Development, 2005). Thus, job analysis involves an investigation that is systematic of various jobs by use of a variety of methods in order to determine essential responsibilities, tasks and duties. Job analysis is integral to the identification of important and relevant competencies and skills (Brannick, Levine & Morgeson, 2007). It therefore involves obtaining verifiable and objective information regarding the actual job requirements and the competencies and skills that are required to meet the needs of an organization (Prien, Goodstein, Goodstein & Gamble, 2009).
The bank’s Finnacle system is the core banking system that handles all the bank transactions. All management trainees are required to be trained on the system and to have a hands-on experience using a dummy system. The job analysis form for the management trainee clearly shows that the time allocated for the training as well as the hands-on experience was large. This indicates that it is important for them to comprehend fully the system. The job analysis form also shows that the system is one of the hardest to learn and this is the key reason why it is allocated a lot of time for training. Since it is the core system, it handles all the banks transactions and therefore, the trainee is required to learn each concept of the system. This can be very difficult but they eventually succeed.
The job analysis form shows that if a mistake is done, it will be very serious, life threatening and very expensive. A bank operates on other people’s money and therefore any mistake with the system can lead to a devastating situation. Bank management trainee has to understand clearly this point in order to avoid such incidences. The system is the central part of the management trainee and the only other person who operates the Finnacle system is the bank Branch Manager.
The PAR formula is a system that is used in the credit department to calculate risk management portfolios. The management trainee is required to learn and comprehend fully the system since this will also be one of their functions once employed. From the job analysis, the time allocated is sufficient, the system is easier to learn and if the management trainee made a mistake with the system, it will be serious and hard to correct. On the Branch Manager can rectify this mistake since he has the authority to do so. The system is central to the job and other employees in the credit department use it.
The DIR is another integral system, which the management trainee has to be competent with since it is used to know the exact position of the bank in terms of its debts and income ratio. This system enables the management trainee to deduce whether the bank is operating at a loss or at a profit. This is very important to the management trainee since when employed, they will be in-charge of a bank branch where they are required to steer the bank attain its key objective of making profits. Thus from the job analysis form, the time allocated for the training has to be sufficient, it is also not hard to learn and the situation is serious when the management trainee does a mistake in the system. It is one of their key functions and only the Branch Manager handles the system.
In conclusion, the job analysis form for the management trainee elaborately expounds on the job specifications and requirement for the job (Prien, Goodstein, Goodstein & Gamble, 2009). It also shows that the human resources department has understood the required competencies that a bank management trainee should possess in order to be able to work effectively and efficiently. This is the major purpose of a job analysis and from the job analysis form; more emphasis should be placed on the training of the three banking systems since they are vital for the job (Brannick, Levine & Morgeson, 2007).
References
Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job and work analysis: Methods, research, and applications for human resource management. Thousand Oaks, CA: Sage.
Franklin, M., & American Society for Training and Development. (2005). A guide to job analysis: Measurement & evaluation. Alexandria, Va: ASTD.
Prien, Erich P., Goodstein, Leonard D., Goodstein, Jeanette, & Gamble, Louis G., Jr. (2009). A Practical Guide to Job Analysis: Epub Edition. John Wiley & Sons Inc.
