Summary of Article on Job Analysis
Job analysis is an important aspect of human resource management. The human resources department of the organization should have an accurate description of the job. This will help the organization in determining the pay and assigning positions to the employees. Job analysis helps in providing employers with yardsticks to evaluate their employees. Gathering of data on job analysis is not a simple thing because it involves taking in many considerations. The considerations include the legal implications and political environment to which the organization operates.
The human resource manager must know the purpose of conducting his job analysis. This helps him to gather the correct information because not all information will fit the intention of the human resources department. The manager can identify the correct type of data by knowing the tasks the employees do on a day-to-day basis (Lewis, 2014). The manager can regularly observe the activities the employees do over a specific period. The human resource manager needs to have a list of the skills required to finish the daily duties. The human resource manager then analyses if the employee meets the required standards set by the organization.
The human resource manager also conducts extensive research apart from the direct observation method. The more information the human resource manager has, the more it leads to accurate job analysis. Accurate job analysis helps an organization determine the contribution of a specific job contributes to the attainment of objectives. The information on job analysis gives the knowledge and skills required to complete the job. It also outlines the categories linking job analysis to other jobs and tasks within the organization. The job analysis should happen periodically in the organization to help it deliver its objectives.
References
Lewis, J. (2014) How Can HR Gather an Accurate Job Analysis? | Chron.com. (n.d.). Retrieved from http://smallbusiness.chron.com/can-hr-gather-accurate-job-analysis-38578.html
