Human Resource Planning Job Analysis

Questions: 1. General Process of Job Analysis.2. How Job Analysis is related to Job Description.3. Legal issues of Job Analysis.4. Implications of job analysis.5. Has any position within an organization for which I have worked for been subjected to job analysis?6. Usefulness of Job Analysis in an Organization. Answers: Introduction Most firms and organizations are experiencing day to day changes regarding labor advancements, machines and equipment in all sorts of manner due to stiff competition from other companies. Thus, HR managers in most organizations must come up with plans and goals that help in smooth running of the business. Additionally, the human resource managers must be aggressive and have the technical knowledge of how to handle his or her organization employees effectively for better achievement of the organization's goals and objectives. The essay is showing the typical process of job analysis including its legal issues and clearly prove how the job analysis process can be better useful and relevant to the growth of an organization. 1. General Process of Job Analysis Job analysis is the standardized procedure of acquiring information for the tasks needed for the job and human capital attributes of the individuals to perform tasks. It is also known as work analysis. In addition, job analysis is the key foundation of most human resource activities involved in organizations, as it includes programs such as selection, recruitment, training and even compensation of employees (Armstrong and Taylor, 2014). The process of job analysis involves the following steps; Identifying the reason for conducting the job analysis. The reason should be in favour of organization's strategic plan and success. List down the jobs to be analysed. When you identify the cause for job analysis, it provides a platform of knowing the positions to be included in the job analysis. Review reasonable background data. Going back to the previous work and data helps to provide necessary information with where to begin the project. Execute and plan the job analysis project. There must be data collection and plan developed on how to carry out project activities. Note the job description and specifications. Having collected and analyzed data that is written to work output, job descriptions, and specifications. Periodic review of the job analysis. Organisations should use a revolving process whereby it examines a section of the organization annually thus the entire group ends up examined within a period of three to five years. 2. How Job Analysis is related to Job Description Job analysis is the procedure that gives duties and requirements of a particular job and provides information about the responsibilities, duties, outcomes and the necessarily needed skills of a particular job. Job analysis eventually gives the information required for writing job specification and description job, since job description is a written report that lists all job functions, duties, roles and responsibilities of employees. The job description is, therefore, the result of job analysis. The relationship between job analysis and job description evidently comes in when one has to have job analysis as the primary fundamental basis where job description is derived. Job description mainly assists human resource managers in job evaluations, staff training, staff performance appraisal, recruitment of employees and others. The HR departments need to formulate their ideas and primary objectives from job analysis first for them to come up with a job description. The job description is, therefore, the outcome or end product of job analysis that helps human resource managers when it comes to the efficient running of the organization. Henceforth, in human resource planning both job analysis and job description are required in management (Imran, and Cheema 2014). 3. Legal issues of Job Analysis The following are the legal guidelines required in the process of implementing job analysis programs in organizations. First is the uniform selection of employees whereby the law requires similar procedures and guidelines employed when it comes to the handling of employees. A brief job analysis should be looked into when selecting employees. Validity study reviewed according to information of the available job and all the job analysis should be listed correctly on selection. Significant work behavior of the job should also be noted and all the procedures involved in them properly. The job analysis should also comply with the Australian Disabilities Act (ADA) which explicitly states that a physically challenged person must be able to work properly for him or her to get the job. The ADA also requires reasonable accommodation for physically challenged individuals in in the workplace. It is, therefore, important for human resource managers when planning their job analysis and description to adhere to these regulations for the efficient management of the organization (Berman, Van Wart 2015). 4. Implications of job analysis Distorted data due to lack of cooperation from employees when job analysis is being carried out due to fear of losing a job. The job analyst does not get the actual data on how a particular section of employees needs to be improved. Job analysis is a lengthy project which is frustrating to the job analyst as it requires a lot of time to collect data. Job analysis can fall in the hands of unqualified job analyst thus the collected data is not complete because he is not able to perform the duties as required. When job analysis is carried out, mental abilities of an employee cannot be observed thus being forced to at times fire an individual who is knowledgeable. All that is told to the job analyst by employees may not be true thus he requires different measures to get the real information from the sources of collecting data are small. 5. Has any position within an organization for which I have worked for been subjected to job analysis? Yes. As an industrial engineer, my body has been subjected to this process of job analysis severally as the human resource manager regularly gathers, synthesizes information about certain tasks in the organization. From manpower planning to performance of the total employees in all sectors are heavily involved in the job analysis which clearly leads to the better achievement of the firm's objectives. Training of employees and success planning are fundamental basics of job analysis which makes the organization run efficiently in achieving its goals for example in the previous years it has attained more sales in the market than before. 6. Usefulness of Job Analysis in an Organization Job analysis helps with the improvement of the organization productivity and growth. Its importance is; Training and development whereby job analysis is useful in assessing employee's needs and requirements when training. Job analysis is also used in the creation and redesigning of jobs in an organization. Job analysis evaluates the sectors that need addition or removal of employees for output increase and better performance of employees. Job analysis plays a vital role in compensation management whereby the pay packages, wages, and salaries of employees are decided to depend on the job titles and duties. Job analysis is essential when it comes to recruitment and selection. It helps in determining the right personnel required in performing a particular job of the organization in the right place. Job analysis also assists human resource managers in performance evaluation whereby they are easily able to measure if their stated goals and objectives get achieved. Conclusion Job analysis is a crucial requirement when it comes to effective and efficient human resource planning in an organization. Therefore, human resource managers should correctly plan their goals and objectives necessary for the better performance of their overall organization productivity with proper designing of job analysis. This should be accompanied by the recruitment of the job candidates with the most suitable job design traits. References Armstrong, M., Taylor, S. (2014). Armstrong's Handbook of Human Resource Management Practice. Kogan Page Publishers. Berman, E. M., Bowman, J. S., West, J. P., Van Wart, M. R. (2015).Human resource Management in public service: Paradoxes, processes, and problems. Sage Publications. Imran, H., Arif, I., Cheema, S., Azeem, M. (2014). The relationship between jobs Satisfaction, job performance, attitude towards work, and organizational commitment. Entrepreneurship and innovation management journal, 2(2), 135-144.