Human Resources management is the part of the management function which is concerned with people at work and with their relationship within an enterprise” Institute of Personnel and Development (formerly Institute of Personnel Management), U.K.
Human Resources Management is the part of the organization 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. Previously I discuss Human Resources Management in Bangladesh function of Human Resources Management and the fundamentals of Human Resources Management in Bangladesh now I discuss this part -2 Job Analysis in Bangladesh. Human Resources Management.
Human Resources Management
Human Resources Management is the part of the organization 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. Previously I discuss Human Resources Management part-1 in Bangladesh function of Human Resources Management and fundamentals of Human Resources Management in Bangladesh now I discuss this part -3 Job Analysis in Bangladesh Modern Concept.
Human Resources Management
Steps for Conducting the Job Analysis:
There are several steps involved in conducting the job analysis. Let’s look at how this is done to understand the purpose of conducting the job analysis before embarking on a job analysis. One must understand the nature and purpose of conducting the investigation. Recognize that job analysis serves a vital purpose in such HRM activities as recruiting, training, setting performance standards, evaluating performance, and compensation. In fact, nearly every activity in HRM revolves around job analysis.
Understand the role of jobs and values in the Organization: Every job in the organization should have a purpose. Before conducting the job analysis, one must understand the linkage that the job has to the strategic direction of the organization. In essence, one must answer why the job is needed, if an answer cannot be determined, then maybe the job is not needed.
Human Resources Management
Benchmark Positions: In a large organization, it would be impossible to evaluate every job at one time. Accordingly, by involving employees and seeking their input, selected jobs can be chosen based on how well they represent other, similar jobs in the organization. This information, then, will be used as a starting point in later analysis of the other positions.
Determine how you want to collect his job analysis information: Proper planning at this stage permits one to collect the data desired in the most effective and efficient manner. This means developing a process for collecting the data. Several combined methods – like structured questionnaires, group interviews, and technical conferences- should be used. Select the ones; however, that best meet your job analysis goals and timetables.
Seek Clarification, Wherever Necessary: Some of the information collected may be entirely understood by the job analysis. Accordingly, when this occurs, one must seek clarification from those who possess the critical information. This may include the employee and the supervisor. Failure to understand and comprehend the information will make the next step in the job analysis process – writing the job description – more difficult.
Human Resources Management
Develop the First Draft of the Job Description: Although there is no specific format that all job descriptions follow, must include certain elements. Specifically, a job description contains the job title, a summary sentence of the job’s main activities, and working conditions. The last paragraph of the job description typically includes the job specification or those personal characteristics the incumbent should possess to succeed.
Human Resources Management
Review draft with the job supervisor: Ultimately, the supervisor of the position being analyzed should approve the job description. Review comments from the supervisor can assist in determining a final job description document. When the definition is an accurate reflection, the supervisor should sign off, or approve the document.