Meanwhile, the job analysis can also provide the basis for the remuneration of management by job evaluation results, more importantly, it could be in line with organizational change and development .in the transformation stage, employees will feel the pressure from the corporate, the manager adjust the inequality of job stress level by business analysis and job redesign, it increase or decrease its challenging workload. it is the job analysis which helps in kind of job, qualification required and what an average person can do on a job in a day. The analysis may use different methods of data collection for different positions. The purpose of training and development is to help the employees in gaining the skill required for doing the job. Human resource planning and job analysis techniques are very crucial activities for the organization. It also provides the content and skill requirement of each job. While preparing the planning programme, practitioners should bear in mind the objectives that they need to achieve. Job analysis provides necessary information for conducting recruitment and selection of employees in the organization. Job analysis consists of two parts: the job description and statement of work. Survey results indicated that a practice of proactive job analysis was strongly related to Here job analyst may make a combination of all method or some of the selective method. It helps in making proper measures to identify the unhealthy environment so corrective measures can be taken to ensure proper safety and avoid unhealthy conditions. HR planning is a part of the larger gamut of Human Resources, and it is defined as the systematic analysis of HR needs that ensures that correct number of employees with the necessary skills are available when they are required. Effectively developed, employee job descriptions are communication tools that … HR planning, Job Analysis, Job Description and Job Specification 1. Job analysis is the basis for human resources management, the quality of its analysis for module of other human resource management has a significant influence. It basically aims at maintaining and improving the ability of an organisation to attain the goals of an organisation by developing and utilising properly its human resources. The work managers reject the unreasonable structure of staff, reduce or waste of human resources, duplication or lack of behavior through the research of staff structure and the staffing management. Job analysis consists of two components: job description and job specification ("HRD & Marketing"). It is also necessary for preparing HR inventory and HR information system in the organization. JOB ANALYSIS AND HUMAN RESOURCE PLANNING CHAPTER DESCRIPTION We begin this chapter by discussing the importance of succession planning. When this job is analyzed in terms of determination of the skills, duties and knowledge required for completion of tasks, it is regarded as Job analysis.In the words of Geisler (2006), the entire process of Human Resource Planning … In fact, it involves a process. While preparing the planning programme, practitioners should bear in mind the objectives that they need to achieve. Hence, it helps in compensation decisions. As an alternative interviews and observation might be more appropriate data collection technique. Enterprises can find the problem, identify gaps through the analysis of existing work, and design work to be more efficiently or incentive, or undo the traditional hierarchical structure, arrangement, and replaced by the organizational structure of more flexible and more liquid. Secondly, through a comprehensive job analysis to diagnose the potential drawbacks of the Organization, job analysis provided information of job-related that can help managers understand the work flow, organization exposed the irrationality that can help managers to redesign certain aspects, and improve the efficiency of work. Human resources planning, career development and training: With the help of job analysis, employer can identify the need to training and development for every individual position in the organization. While it is not always a requirement, HR planning has many benefits to a business. Human resource planning is a continuous process – Human Resource Planning is a continuous process by which management... 2. Siddique Abstract This study examined the impact of job analysis on organizational performance among 148 companies based in the United Arab Emirates (UAE), a Gulf-region country. Preparing for and introducing job analysis. Importance of Human Resource Planning. In most enterprises, especially small and medium enterprises, human resource managers a number of errors for understanding the work analysis: Most companies see work analysis, job descriptions, work flow equivalent as the concepts of work norms, once enacted, the written staff manual system as the company system, which can not adjust in time as the business development; some departments of enterprises are confusion, responsibilities and rights of managers are unclear, job analysis is useless; some enterprises did not have work design, the internal status defined solely on the verbal description of the direct manager. This initial stage commences with the identification of objectives and seeking co-operations from stakeholders involved. Through analysis of the work input, conversion work, work output, work related characteristics, job resources, work environment background, and result the formation of job analysis – job specification (also known as the statement of work). The role of job analysis work is: First, it can help organizations to aware the changes. Up-to-date description and specification statements help to ensure the requirement of training and development needs in the organization. Your email address will not be published. Meanwhile, the job analysis is also the foundation of the human resources management. Job or task is divided into smaller units. Job analysis process should explore the changes for nature of work in addition to the static definition of work. Workflow analysis and design of organizational structure, affect the work results of the analysis. To check the performance of the employees the actual work done by the employees is compared with the set standards. Almost all the human resources plans or programs need to get certain types of information through the work analysis; it affects management of human resources in the following areas: Job analysis is as useful is not so easy to make. Without a proper functioning human resource department, a company would fail to achieve a high level of … By performing a job analysis, human resources personnel can clarify the role’s needs, as well as define employer expectations; essentially everything you need to write the most accurate job description and produce the best job advert for your recruitment needs. Only with the full understanding work of the design process, it determines how to allocate various tasks be accomplished to each separate job. Cost-contribution analysis of human resources is most important in HRP with a view to plan for more effective human resource system. Vocational guidance and rehabilitation counseling is possible through comprehensive job description and specification statements. Similarly, in case of excess resources, it helps in redeploying them in other projects of the company. The work of identifying information included job specifications, job summary, job duties and responsibilities, and information of qualification criteria, which facilitate the use of functions for other human resource management. Job Analysis • The Multi-faceted Nature of Job Analysis – Almost all HRM activities are tied to job analysis. To make an employment programme successful it is necessary to have a complete knowledge of job description (requirement of job) and job specification (requirement of job holder). This site uses Akismet to reduce spam. It is a study and collection of information related to the operation and responsibility associated with the job there are three important components of job analysis, job description and job specification followed by job … Job Analysis Process, Job Description and Job Specification. Job analysis results can provide the basis quantitative indicators for the recruitment and selection, managers better select personnel through an analysis of what needs to be done about this task, how to complete these tasks requires the knowledge, skills, When the manager is ready to find someone to fill a vacancy, he must be accurate understanding possess the characteristics of this position. Required fields are marked *. Google’s human resource management effectively addresses concerns on human resource planning, job analysis, and job design. Human Resource Planning (HRP) helps to ensure right people at right place at right time. A Job can be described as a group of tasks which is assigned to the individual employees for ensuring achievement of the organizational goals. Importance of Job Analysis Analysis of jobs in the organization is a primary task for setting a baseline that enables human resources (HR) professionals to effectively manage job-related activities. 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