HRM Job Analysis is the part of the organization that is concerned with the ‘people’ dimension. Human Resources Management deals with the human relations of an organization starting from recruitment to management. Any Organization is the most important part of Human Resources Management It is a process of acquisition, development, motivation, and maintenance of human resources of an organization.
HRM Job Analysis Part-4
Previously I discuss Human Resources Management part-1 in Bangladesh’s function of Human Resources Management and fundamentals of Human Resources Management in Bangladesh now I discuss this part -4 Job Analysis in Bangladesh Modern Concept.
HRM Job Analysis Part-4
Purpose of Job Analysis: No matter what method is used to gather data, the information amassed and written down from the job analysis process generates three outcomes: Job descriptions, Job specifications, and job evaluation. It is important to note that these are the tangible products of the work – not the job analysis, which is the conceptual, analytical process or action from which we develop these outcomes. Let’s look at them more closely. Human Resources Management.
HRM Job Analysis Part-4
Job Descriptions:Â A job description is a written statement of what the jobholder does how it is done, under what conditions it is done, and why it is done. It should accurately portray job content, environment, and conditions of employment. A common format for a job description includes the job title, the duties to be performed, the distinguishing characteristics of the job, environmental conditions, and the authority and responsibilities of the jobholder. Human Resources Management.
HRM Job Analysis Part-4
When we discuss employee recruitment, selection, and performance appraisal, we will find that the description acts as an essential resource for (1) describing the job (either verbally by recruiters and interviewers or in written advertisements) to potential candidates; (2) guiding newly hired employees in what they are specifically expected to do; and (3) providing a point of comparison in appraising whether the actual activities of a job incumbent align with the stated duties. Furthermore, under the Americans with Disabilities Act, job descriptions have taken on an added emphasis on identifying essential job functions.
HRM Job Analysis Part-4
Job Specification: The job specification states the minimum acceptable qualifications the incumbent must possess to perform the job successfully. Based on the information acquired through job analysis, the job specification identifies the knowledge, skills, education, experience, certification, and abilities needed to do the job effectively. Individuals processing the personal characteristics identified in the job specification should perform the job more effectively than those lacking these personal characteristics. The job specification, therefore, is an important tool in the selection process, for it keeps the selector’s attention on the list of qualifications necessary for an incumbent to perform the job and assists in determining whether candidates are essentially qualified.
HRM Job Analysis Part-4
Job Evaluations In addition to providing data for job descriptions and specifications, job analysis is also valuable in providing the information that makes a comparison of jobs possible. If an organization is to have an equitable compensation program, jobs that have similar demands in terms of skills, knowledge, and abilities should be placed in common compensation groups.
Job evaluation contributes towards that end by specifying the relative value of each job in the organization. Job evaluation, therefore, is an important part of compensation administration. In the meantime, you should remember that job evaluation is made possible by the data generated from job analysis.
