Essay on Job Analysis,Get Homework Help on this topic - Check the Quality of Writing from this Sample
WebDec 2, · Job analysis helps determine the right fit for a job, to access the performance of the employee, and to evaluate if the employee is delivering a specific job (Hoffmann, ). It helps establish that job tasks, level of experience, specify the WebJOB ANALYSIS Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for WebJob scope The roles of this teacher extent from the simple trips to class in order to give her students notes to help them pass exams. She is expected to mentor these young ones WebJob analysis is also defined as a system process to identify the skills to complete the work, responsibility and knowledge, which is an important and universal human resource WebWhat Is Job Analysis? Job analysis can be defined as the process by which collection of information concerning the responsibilities, duties, outcomes, required knowledge, and ... read more
Slotting involves utilizing an existing ranking of occupations where new jobs are assessed based on other jobs that are already placed in the hierarchical order. The slotting process starts by collecting market data, which are tabulated and analyzed to create a market value. In this methodology, jobs that lack adequate market data are slotted into a hierarchy, but those with adequate data are graded based on the already existing grades. According to Herman , slotting techniques is preferred by most organizations because it saves time and costs, since the costs of consultation on instituting internal equity is avoided while less staff are involved in its establishment. Another methodology for job analysis is point-factor, which enable the HR managers to establish a relative score of a particular job.
A point-factor offers a structured method of evaluating a job, in addition to providing a relative objective and impartial view concerning the value of a job. This method identifies and evaluates a number of factors, sets up levels within each factor, and allocates points to each level Herman, For instance, a bank clerk is worth less than a recruiting manager based on the skills required, as well as the working conditions. Generally, the compensable factors with the point-factor evaluation incorporate skills, responsibilities, effort, as well as working conditions. The end product of point factors is a hierarchy of jobs, staring from the highest to the lowest job, depending on the value allocated to each job. Point factor may consider internal equity, which is the perception of fairness that organizations apply while compensating employees.
Point factor is vital in the job description, as it enable the HR managers to communicate job expectations. Knowledge: Bank clerks should be knowledgeable in balancing of books, recording customer details, and organizing loan information. They should be excellent in communication skills and proficient in both management and organizational skills. Skills: Bank clerks should be excellent in numerical and calculation skills, as well as IT skills. They should be thorough, neat, and accurate in their tasks. They should be honest, trustworthy, and welcoming. Bank clerks should be attentive to details, in addition to being skilful in transaction processes.
Abilities: Since bank clerks spend most of their time at the counters, good communication is paramount, as one has to deal with customers directly. Bank clerks should be capable of assisting customers to carry out bank transactions, in addition to answering their questions. Interviews skills are necessary when interrogating customers who want loans. Other Competencies: Bank clerks should have the capacity to work tidily and accurately. Being honest and trustworthy is essential when dealing with customers. Bank clerks can work in any department in the bank, since their responsibilities are to keep records within that department. They have to assist customers to apply and secure loans, in addition to advising them on modes of payment.
Bank clerk job does not require formal education, but employers seek for individuals with a diploma or equivalent. Individuals who are hired to undertake the clerk job undergo an internal training to master their responsibilities. Bank clerks work under the bank manager. Knowledge: Staff training coordinators should be conversant with instructional design theory, as well as implementation. They should be familiar with traditional and modern methods of training, which can transform operations in organizations. Training coordinators should good planners, who understand the needs of individual employees.
Understanding of learning management systems, in addition to training methodologies and instructional design is necessary in this occupation. Skills: Staff training coordinators should be excellent in designing and preparing educational aids and materials that are necessary for conducting training. They should be skillful in assessing instructional effectiveness and evaluating the impact of training employees on certain skills. Excellent communication skills are vital for dealing with diverse workforce. Judgment and coaching skills are necessary to enhance training needs.
Computer skills, and in particular, MS Office proficiency is mandatory in carrying out training and coordination. They should have proven ability in completing full training cycle, which incorporates assessing needs, planning, developing, coordinating, monitoring, and evaluation. They should also demonstrate the capacity to offer train-the-trainer sessions, which integrate internal subject matter experts. They should also be aware of organizational culture, which would assist them in inculcating norms into employees through training. Staff training coordinators can also be referred to as HR development coordinators, or training specialists. They are involved in evaluating the training needs for the coming employees, as well as the existing employees. They liaise with internal partners on matters concerning employee training needs.
Training coordinators design training aids, which include handbooks, brochures, and manuals, in addition to informing employees about the planned training. They offer feedback to program participants, as well as communicate to the management concerning training. Staff training coordinators report to HR Manager. Knowledge: Recruitment managers should be competent in building a quality relationship with prospective customers and external recruitment agencies. They should be competent in arithmetic, geometry, statistics, as well as in grammar.
They should be excellent in managing and developing teams that are involved in the recruitment. Designing training recruitment plans is necessary in order to develop a competent recruitment team. Knowledge on legal matters and government regulations is crucial to enhance ethics in recruitment. Skills: Recruiting managers should be outstanding in communication skills, as well as negotiating skills. They should offer to listen to what other people suggest, allowing feedback, and apply logic in offering solutions. Recruitment managers are leaders in organizations, hence, they should be proficient in leadership and management skills. They should be skillful in presentation and designing of recruitment programs. Knowledge on social media is necessary to enhance communication within and outside the company.
Abilities: Recruiting managers should be capable of solving issues concerning hiring, training, and other managerial decisions. They should be competent on applying general rules concerning relationship management, as well as in supervisory management. They should be capable of recognizing when something has gone wrong in order to institute a decision making process. Recruitment manager is involved in the interviewing of the job applicants, in addition to offering directions on the recruitment process. The manager is involved in luring the best talent into the organization.
Recruitment manager collaborates with other departments to ensure that all the gaps in the organization are identified and the right people are hired to fill them. Nowadays, recruitment managers are involved in posting updates on the social media concerning available jobs and interview schedules. Knowledge: Image consultants make recommendations to their clients on what to wear, which color, and at which occasion. Knowledge on business consultancy, fashion therapy, beauty therapy, and sales and marketing are necessary in this occupation. Skills: An image consultant must be passionate for fashion, as well as being up-to-date concerning the latest fashion.
Good listening skills and the capacity to keep clients at ease are vital qualities in this endeavor. Abilities: Image consultants assist clients in choosing makeovers, in addition to advising them on how to improve their verbal and non-verbal communication skills. They can also assist clients to undertake personal shopping for accessories and clothes. Job analysis helps employers qualify the candidate and review the expectations and the outcome required for the job. This activity is carried out to determine the placement of jobs and the context of job performance. Job analysis helps in identifying particular skills and requirements that are necessary for a certain position. The purpose of a job analysis is to establish what entails the job at hand as well as the duties and conditions of the job.
It is a fundamental resource for the management including performance evaluation, compensation, and training. It also establishes and documents job-related competencies, establishing a legal basis for the assessment and selection of the candidate. Hoffmann, Job analysis helps determine the nature of the individual required to perform a certain position, it also checks whether the duties or objectives of a certain job are being met or not. A job analysis is also used in analyzing the production of an employee and qualifies accordingly. The vital role of this activity is to deciding the worth of the job and streamlining the human efforts hence increasing the output. A job analysis can be conducted using different methods.
Some of these methods are observation, questionnaires, and interviews. While questionnaires can collect information from a large number of people, the interviews collect information from a small number of individuals compared to questionnaires. On the other hand observation method involves the researcher makes themselves as a part of the community doing the observation, this method can help the job analyst learn more about the job at hand over a specified amount of time. In observation, it is allowed to use some tools like include a video which is best for recording non-verbal interaction.
All these methods collect information about certain research. These methods can be used to gather, analyze and measure information on variables of interest. These methods are used to provide fact-based information about a job including both the internal and external factors. They also help obtained first-hand information about the job being analyzed. For the purpose of conducting an outstanding job analysis, I will have to follow the latter various effective steps which start gathering effective data through the use of questionnaires. The questionnaires will be distributed and answered by the employees which will require them to answer various questions concerning their job descriptions. That will help in comparing the results of the employees based on the questions and expectations of the organization.
Then I will have to conduct an interview that will involve the workers for the purpose of asking specific questions. The questions will be based on their job duties and specific responsibilities which they have been given to them by the organization. Apart from that will have to demand an effective log sheet from the workers. Apart from that, I will have to effectively gather more information but through the observation method. That will help me to complete the desk audits via observing the workers in the process of working as I record everything they are doing which is helpful either positive or negative.
That will help in noting the time they take to complete their task, the skills and knowledge which they have, areas which they are better in and areas which they are poor in. on the other hand I will have to conduct another interview but have the organizational leadership which will include the managers and supervisors as well as clients and employees who have been interacting directly with the managers and supervisors. A job analysis leads to a job description. Job analysis differentiates one job from another. A formal job description will ensure that the employee retention rate will remain at a low level.
First, the compensation professional should address the lack of job descriptions for the current and potential personnel hired for. Job Analysis Methods: There are several methods used for collecting job information. Depend upon the requirement of the organization some of the companies uses only one method and others are used the combination of more methods. Job analysis methods that are commonly used by the organizations are observation method, interview method, questionnaire method, task inventory, job element method, competency profiling, technical conference, threshold traits analysis system and a combination of these methods.
Judgments are made in the process about the data collected on a job. The purpose is to establish 'job relatedness' of the employment procedures. This would include training, selection, compensation, and performance appraisal. The job analysis is used to develop training needs, compensation. Job Analysis Methods: Though there are several methods of collecting job analysis information yet choosing the one or a combination of more than one method depends upon the needs and requirements of organization and the objectives of the job analysis process. Job analysis methods that are commonly used by the organizations are Observation Method, Interview Method, Questionnaire Method, task inventory, job element method, competency profiling, technical conference, threshold traits analysis system.
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Double Spacing Single Spacing 14 days 7 days 5 days 3 days 2 days 24 Hours 12 Hours 6 Hours Pages Use Discount Code: FIRST5 at Checkout. The success of organizations depends on how employees perform their duties. As a result, most HR managers consider job analysis and descriptions as pivotal aspects in enhancing performance and administration. The rationale for job analysis is to point out and establish duties and requirements of a particular job. Job analysis focuses on the job and not the person undertaking the job. HR managers have to utilize knowledge, skills, abilities, and other competencies KSAOCs to develop job description and analysis.
Job descriptions involve offering detailed account of functions, roles, working conditions, as well as reporting relationships of a particular job. An organization has to know why it has to hire employees, thus, having detailed information concerning certain jobs can help in determining the most suitable individuals to undertake the tasks. Job analysis is fundamental in human resources management as it assists in identifying the content of any job, based on the job requirements necessary to carry out particular activities. The analyst is required to understand the essential attributes of a particular job, how tasks should be carried out, and the skills that job holders should have to undertake the tasks effectively.
Although there are several methodologies of gathering job analysis information, HR managers are allowed to choose one, or a mixture of more than two, with regard to the needs of their organizations. One of the core methodologies of job analysis is KSAOCs. KSAOCs are the foundation of human capital, and are concerned with activities that determine the real worth of employees to the organizations Condrey, Having qualified workforce necessitates the HR managers to establish an innovative recruitment approach that considers KSAOCs, in addition to diversity of employees. Companies can only enhance performance management activities by tying all practices to KSAOCs. CMP model has become a popular methodology among the modern companies, owing to its capacity to enhance organizational competitiveness.
The model creates awareness to employees concerning the need for change in their jobs, in addition to enhancing the desire to contribute towards change. CMP model offers cost-effective solutions concerning staffing, budget considerations, equipment, and facilities. The model works well in non-profit organizations because they focus much on growth and expansion of resources. A growing organization will always require more people to manage recruitment, training, retention, and communication with clients. Slotting involves utilizing an existing ranking of occupations where new jobs are assessed based on other jobs that are already placed in the hierarchical order. The slotting process starts by collecting market data, which are tabulated and analyzed to create a market value.
In this methodology, jobs that lack adequate market data are slotted into a hierarchy, but those with adequate data are graded based on the already existing grades. According to Herman , slotting techniques is preferred by most organizations because it saves time and costs, since the costs of consultation on instituting internal equity is avoided while less staff are involved in its establishment. Another methodology for job analysis is point-factor, which enable the HR managers to establish a relative score of a particular job. A point-factor offers a structured method of evaluating a job, in addition to providing a relative objective and impartial view concerning the value of a job.
This method identifies and evaluates a number of factors, sets up levels within each factor, and allocates points to each level Herman, For instance, a bank clerk is worth less than a recruiting manager based on the skills required, as well as the working conditions. Generally, the compensable factors with the point-factor evaluation incorporate skills, responsibilities, effort, as well as working conditions. The end product of point factors is a hierarchy of jobs, staring from the highest to the lowest job, depending on the value allocated to each job. Point factor may consider internal equity, which is the perception of fairness that organizations apply while compensating employees. Point factor is vital in the job description, as it enable the HR managers to communicate job expectations.
Knowledge: Bank clerks should be knowledgeable in balancing of books, recording customer details, and organizing loan information. They should be excellent in communication skills and proficient in both management and organizational skills. Skills: Bank clerks should be excellent in numerical and calculation skills, as well as IT skills. They should be thorough, neat, and accurate in their tasks. They should be honest, trustworthy, and welcoming. Bank clerks should be attentive to details, in addition to being skilful in transaction processes. Abilities: Since bank clerks spend most of their time at the counters, good communication is paramount, as one has to deal with customers directly.
Bank clerks should be capable of assisting customers to carry out bank transactions, in addition to answering their questions. Interviews skills are necessary when interrogating customers who want loans. Other Competencies: Bank clerks should have the capacity to work tidily and accurately. Being honest and trustworthy is essential when dealing with customers. Bank clerks can work in any department in the bank, since their responsibilities are to keep records within that department. They have to assist customers to apply and secure loans, in addition to advising them on modes of payment.
Bank clerk job does not require formal education, but employers seek for individuals with a diploma or equivalent. Individuals who are hired to undertake the clerk job undergo an internal training to master their responsibilities. Bank clerks work under the bank manager. Knowledge: Staff training coordinators should be conversant with instructional design theory, as well as implementation. They should be familiar with traditional and modern methods of training, which can transform operations in organizations. Training coordinators should good planners, who understand the needs of individual employees. Understanding of learning management systems, in addition to training methodologies and instructional design is necessary in this occupation.
Skills: Staff training coordinators should be excellent in designing and preparing educational aids and materials that are necessary for conducting training. They should be skillful in assessing instructional effectiveness and evaluating the impact of training employees on certain skills. Excellent communication skills are vital for dealing with diverse workforce. Judgment and coaching skills are necessary to enhance training needs. Computer skills, and in particular, MS Office proficiency is mandatory in carrying out training and coordination. They should have proven ability in completing full training cycle, which incorporates assessing needs, planning, developing, coordinating, monitoring, and evaluation. They should also demonstrate the capacity to offer train-the-trainer sessions, which integrate internal subject matter experts.
They should also be aware of organizational culture, which would assist them in inculcating norms into employees through training. Staff training coordinators can also be referred to as HR development coordinators, or training specialists. They are involved in evaluating the training needs for the coming employees, as well as the existing employees. They liaise with internal partners on matters concerning employee training needs. Training coordinators design training aids, which include handbooks, brochures, and manuals, in addition to informing employees about the planned training. They offer feedback to program participants, as well as communicate to the management concerning training. Staff training coordinators report to HR Manager. Knowledge: Recruitment managers should be competent in building a quality relationship with prospective customers and external recruitment agencies.
They should be competent in arithmetic, geometry, statistics, as well as in grammar. They should be excellent in managing and developing teams that are involved in the recruitment. Designing training recruitment plans is necessary in order to develop a competent recruitment team. Knowledge on legal matters and government regulations is crucial to enhance ethics in recruitment. Skills: Recruiting managers should be outstanding in communication skills, as well as negotiating skills. They should offer to listen to what other people suggest, allowing feedback, and apply logic in offering solutions.
Recruitment managers are leaders in organizations, hence, they should be proficient in leadership and management skills. They should be skillful in presentation and designing of recruitment programs. Knowledge on social media is necessary to enhance communication within and outside the company. Abilities: Recruiting managers should be capable of solving issues concerning hiring, training, and other managerial decisions. They should be competent on applying general rules concerning relationship management, as well as in supervisory management. They should be capable of recognizing when something has gone wrong in order to institute a decision making process.
Recruitment manager is involved in the interviewing of the job applicants, in addition to offering directions on the recruitment process. The manager is involved in luring the best talent into the organization. Recruitment manager collaborates with other departments to ensure that all the gaps in the organization are identified and the right people are hired to fill them. Nowadays, recruitment managers are involved in posting updates on the social media concerning available jobs and interview schedules. Knowledge: Image consultants make recommendations to their clients on what to wear, which color, and at which occasion.
Knowledge on business consultancy, fashion therapy, beauty therapy, and sales and marketing are necessary in this occupation. Skills: An image consultant must be passionate for fashion, as well as being up-to-date concerning the latest fashion. Good listening skills and the capacity to keep clients at ease are vital qualities in this endeavor. Abilities: Image consultants assist clients in choosing makeovers, in addition to advising them on how to improve their verbal and non-verbal communication skills. They can also assist clients to undertake personal shopping for accessories and clothes. A positive approach to situations, and self motivation, are necessary ingredients in succeeding in image consultancy.
Other Competencies: Image consultants should be competent in presentation because they are supposed to deal with color that fit different occasions. They should know how to attract customers through creating websites and business cards. Styling for events, such as weddings, business meetings, and birthday parties, are essential in this field. Image consultants are also vital in directing training workshops, since they are competent in body language tactics. Image consultants are hired to offer advice on visual appearance, thus, individuals with great passion for fashion can become excellent image consultants. Job analysis is fundamental to the human resources because it offers detailed information concerning how diverse skills are grouped into different categories that incorporate a given task.
Evaluating different jobs involves understanding the KSAOCs, as well as other methodologies involved in ascertain job requirements. After evaluating different characteristics of jobs, the HR managers establish job descriptions, which categorize characteristics for each job, based on their roles, qualifications, and working conditions. Job descriptions enable job seekers to be aware of their responsibilities in their prospective organizations.
Sample Essay on Job Analysis and Job Descriptions,Cite this page
WebJob scope The roles of this teacher extent from the simple trips to class in order to give her students notes to help them pass exams. She is expected to mentor these young ones WebDec 16, · Job analysis acts as a base ground for understanding the job and what is required of you; that’s why everyone needs to take it seriously. When conducting a job WebJOB ANALYSIS Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for WebWhat Is Job Analysis? Job analysis can be defined as the process by which collection of information concerning the responsibilities, duties, outcomes, required knowledge, and WebAug 6, · Job analysis refers to the process of gathering all the relevant information pertaining a given job specification. It involves evaluation of data on the overall job WebJob analysis is also defined as a system process to identify the skills to complete the work, responsibility and knowledge, which is an important and universal human resource ... read more
They should be familiar with traditional and modern methods of training, which can transform operations in organizations. HRM addresses issues that are related to individuals such as compensation, performance management, institutional development, benefits, wellness, motivation administration, training, as well as the safety. Added 12 Hours Ago. Are you looking for writing tips? work activities c. Need a custom Analytical Essay sample written from scratch by professional specifically for you?
Get instant essay writing help! Job analysis refers to the process of gathering all the relevant information pertaining a given job specification, job analysis essay. Global Compose Inc. Get in touch with one of our experts for instant help! WhatsApp us. A List of Related Papers On This Category is Provided Below.
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