Effective use of Job Analysis in Enterprise †MyAssignmenthelp.com

Question: Discuss about the Effective use of Job Analysis. Answer: Background This briefing paper mainly provides an overview of the effective use of job analysis in any business enterprise (Schmidt Hunter, 2014). Various factors are noted in the regular practice of job analysis that deals with employee satisfaction as well as motivation. One of the major issues that are faced by business organization is managing their human power that results in poor performance. The present research is conducted to provide details of effective use of job analysis in given business enterprise (Vansteenkiste, Deschacht Sels, 2015). Job Analysis is one of the most crucial sectors of human resource management that is the place of all HR behavior in an organization for smooth functioning of business enterprise. The Job Analysis mainly focuses upon work related information for the job. With increased competition and technological advancement, it is noted that jobs are volatile by nature and team-based at the same time. It is important for the business enterprise to understand th e job that is determined by their employees and through understanding and providing employees with the relevant tools in the most appropriate way (Weigl et al., 2014). Job analysis is one of the method that gathers and examines facts about the content as well as person necessities of jobs and background to which jobs are performed. In addition, job analysis is used for determining placement of jobs. Furthermore, job analysis is a logical study of jobs for determining what behavior and tasks are present in relative importance in comparing with other jobs (Van Yperen, Wrtler De Jonge, 2016). Analysis: Significant aspects of current topic or issue on Job Analysis The rationale of current briefing paper is to highlight the problem that arises from Job Analysis and then recommending an effective use of job analysis at workplace (Vansteenkiste, Deschacht Sels, 2015). Problem with job analysis Lack of management support-One of the issues with Job Analysis is lack of support from management. The issue takes place when job forecaster does not get appropriate support from the administration (Van Yperen, Wrtler De Jonge, 2016). It is important for the top management to speak with middle level administrator and human resources for enhancing the production output of the process. If there is improper communication within the human resources, they can take it in a wrong sense as well as start looking for any other selection criteria. Without proper support from management, the employees may feel left out or develop a notion in their mind that the company may fire them so the people in management are ignoring the employees (Suthar, Chakravarthi Pradhan, 2014). It is recommended to the top level management that they should converse the right significance to their management. Lack of cooperation from human resources- One of the issue with Job Analysis is lack of cooperation from human resources. It is nearly unfeasible to collect genuine, reliable and precise job data without support from the management. If the management does not cooperate, it is sheer waste of time, human effort and money for conducting job analysis procedure. The management should take the workers in self-assurance and communicate with them for solving all types of problems (Van Yperen, Wrtler De Jonge, 2016). Failure to recognize the importance of job analysis- One of the problems with Job Analysis is inability to identify the need of job analysis (Suthar, Chakravarthi Pradhan, 2014). If the objectives and need of job analysis procedure are not correctly recognized, then the whole exercise of examination is to carry out the research in proper way. It is significant for the manager to choose in advance why the procedure is being carried out and what the objectives with the available recorded data are (Suthar, Chakravarthi Pradhan, 2014). Biasness of Job Analyst- One of the problems with Job Analysis is biasness of job analyst (Vansteenkiste, Deschacht Sels, 2015). A balanced and impartial approach becomes inevitability when carrying out the procedure of job examination. In order to get access to real and authentic data, the job forecaster needs to act neutral in their approach. It is recommended to hire a professional job analyst who remains unbiased in their job activities. Using single data source- One of the problems with Job Analysis is using single data source (Spell, Eby Vandenberg, 2014). A job market analyst needs to believe more than one sources of data or collecting true facts. It is important to consider the fact that collecting data from a single foundation of data may lead to incorrectness as well as defeats the overall reason of behavior the job analysis procedure (Van Yperen, Wrtler De Jonge, 2016).. Actions taken to address the issue Job Analysis takes into account collection as well as recording of job related data like knowledge and skills that is needed for performing a job, duties and responsibilities (Morgeson et al., 2016). The major function of job analysis is to find any relevant information that correctly fits between the job and worker for assessing the performance of a worker for determining the worth of specific task and analyzing guidance and growth need of employees for delivering particular job (Vansteenkiste, Deschacht Sels, 2015). For instance, for analyzing job of an managerial sales director, it is required to first decide the worth of the job and then examine whether the person is able to bring what is predictable from the sales manager (Cheramie et al., 2014). It is also important to know whether the candidate is perfect for the job or not. The job analysis process is lengthy that involves compilation of other significant details and information like compensation grade, job location, reporting structure, job duties, department or division, communication and physical skills, routine task as well as aptitude to adjust in a given surroundings and management skills (Schmidt Hunter, 2014). Job analysis plays significant role at the time of recruitment and selection, deciding for the compensation and benefits packages, designing of job, evaluation of job as well as examine instruction and expansion needs for assessing the value of a job that will lead to personnel and organizational productivity (Edien, 2015). Recruitment and Selection- One of the purposes of Job Analysis is Recruitment and Selection (Sanchez Levine, 2012). This means that job analysis help in evaluating what kind of individual is needed for performing a specific job. Recruitment and selection process points out the aspects that is essential in a candidate to be eligible for a job such as educational qualifications, technical skills, physical skills, personal skills. The major purpose of recruitment is to locate the right person for right job (Vansteenkiste, Deschacht Sels, 2015). Performance Analysis- One of the purposes of Job Analysis is Performance Analysis (Saif et al., 2013). This means that job analysis is performed for checking whether the goals and objectives of a specific job are met or not. By conducting performance analysis, it is easy to decide over the performance standards as well as evaluation criteria and output of an individual. Therefore, the overall performance of employees is measured based on their performance in a particular work (Sanchez Levine, 2012). Training and Development- One of the purposes of job analysis is training and development (Vansteenkiste, Deschacht Sels, 2015). Here, job analysis can be evaluated for assessing the training and expansion needs of human resources. Furthermore, the disparity between the predictable as well as definite output explains the level of training that need to be given to employees. Therefore, training and development sessions help in deciding the content of the training, tools and equipments that need to be used for conducting training and other technique of teaching activities (Saif et al., 2013). Compensation Management- One of the principles of job analysis is compensation management (Nikolaou, 2014). In addition, job analysis plays a significant role while deciding the pay correspondence as well as extra perks, incentives and reimbursement of human resources. Furthermore, the pay packages depend mainly on the position, responsibilities, job title and duties concerned in a job. Therefore, the job analysis procedure guides the human resource manager when they know the worth of employees for specific job opening (Van Yperen, Wrtler De Jonge, 2016). Job scheming and Redesigning- One of the reason of job analysis is job designing and redesigning (Van Yperen, Wrtler De Jonge, 2016). In addition, the main reason of job examination is to rationalize the human efforts as well as getting the best possible output. The job analysis help in designing, enriching as well as redesigning and cutting back extra responsibilities in a specific job. Therefore, the job analysis is performed for enhancing the employee satisfaction at the time of increasing the human output (Ali-Hassan, Nevo Wade, 2015). Job analysis deals with development of positions where the business needs to fill up attributes for completing the mission statement (Suthar, Chakravarthi Pradhan, 2014). Job analysis is one of the critical components of strategic solution that explain how human resources will be used within the business and the purpose can be broken into diverse roles. The first role of Job Analysis is to develop the success factors of personnel of business. There are various companies that have diverse meaning of achievement (Morgeson et al., 2016). Job analysis is one of the processes that obtain facts about jobs by influential on what are the duties, activities and tasks. It is the responsibility of the HR managers to use data for developing job descriptions and job specifications based on recruitment, employee performance appraisal as well as training and career expansion. The main principle of job analysis is to recover in the presentation of an organization as well as productivity at the same time (Van Yperen, Wrtler De Jonge, 2016). There are several problem that is associated to job analysis where human resource manager need to decide upon how to decide the need of new human resources in an association, where to place human resources in order to exploit their proficiency and aptitude, how to eliminate unneeded jobs, how to set sensible presentation dimension principles as well as how to recognize the jobs and arrange a plan to fill it as well (Bardach Patashnik, 2015). The above listed problems can be effectively managed with the help of job analysis. T is the responsibility of the managers to deal with such types of challenges in daily operations of the company where they need to accomplish successfully and professionally in relation to selection, resource recruitment, satisfaction and adding extra responsibilities and duties (Van Yperen, Wrtler De Jonge, 2016). An effective as well as right process need to be used at the time of analyzing a specific job. It helps in maintaining the right quality of employees, measuring the performance of realistic performance and assessing the training and development needs for increasing the level of productivity (Cheramie et al., 2014). Using Job Analysis can solve all the problems that are listed in the section above as job analysis help in establishing and documenting competencies that is essential for a job for recognizing the job-relatedness and given that a basis of permissible defensibility of an appraisal and assortment events (Edien, 2015). The action that should be taken by the management is determining the need of training for testing activities (Vansteenkiste, Deschacht Sels, 2015). Equipment should be utilized for carrying the teaching sessions and methods of training such as computer-based, small group as well as video presentation and classroom presentation. Job analysis can be used for presentation appraisal to recognize ways for developing objective as well as goals, evaluation criteria, presentation main beliefs as well as length of provisional periods. In addition, the job analysis can be used in collection events for recognizing ways for developing job duties that should be integrated in announcement of vacant positions; suitable salary level of the place for determining what income should be offered to an applicant (Haider et al, 2015). There are different that are used for understanding the jobs such as workflow analysis, re-engineering, job design, job analysis and job descriptions. Here, workflow examina tion means the study of way of work such as inputs, activities and outputs that moves through an association. In addition, Business procedure re-engineering is a procedure that measures ways for improving such behavior like product expansion, examination delivery and customer examination (Van Yperen, Wrtler De Jonge, 2016).. Job analysis can be used in reimbursement for determining skill levels, compensable job factors, work surroundings such as attention, physical efforts, hazards and responsibilities and required level of education (Kang Ritzhaupt, 2015). Cautionary notes The briefing paper had been written in a way by keeping in mind that the content should not hurt sentiments of any person and organization in a negative way. Entire briefing paper was written to understand the issue with job analysis and then suggesting effective use of job analysis. 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