The paper 'Process of Job Analysis " is a good example of business coursework. Managers face numerous challenges in their daily company activities in a scenario, which requires efficiency and effectiveness. These goals and objectives can be achieved through having competent and right human resource that can complete an array of tasks (Woods, West and Michael, 2010). Obtaining appropriate human resource involves numerous tasks that can be achieved by the human resource management department (Brannick, Levine and Morgeson, 2007). Some of the requirements that can be addressed by human resource management include performance, selection, recruitment and employee satisfaction and also ensuring that duties and responsibilities are audited appropriately.
Therefore, it is appropriate to choose an employee who can accomplish duties and be responsible with organisation’ s requirements. This can be achieved through job analysis process. The job analysis process involves numerous stages that are illustrated in the following chart: The stages mentioned above are then discussed: Step 1: Involvement and empowerment of employees – the employees should be informed and consulted before proceeding with the collection of the data. Consultation ensures that employees ‘ buy-into’ the process and support the process (Woods, West and Michael, 2010). Step 2: Orientation of jobs within the organisation – jobs within an organisation relate meaning that there is no job that exists in isolation.
It is important to understand the interdependence between jobs in an organisation. Step 3: Reasons for conducting job analysis – Step reason should be stated for the purpose of job analysis. Some of the factors that should be considered include restricting purposes and compensation structures (Woods, West and Michael, 2010). Step 4: Identity jobs to be analysed and also identify possible data sources – Analysis is an expensive process to be commissioned by an organisation.
Moreover, job analysis consumes a lot of resources. Thus, it is important to identify a specific job and identify numerous sources of information. Step 5: Data collection method – a collection of information should depend on whether job analysis should be employee-oriented or job oriented. Moreover, the two perspectives may be combined to ensure a better result is obtained. Step 6: Data collection – data for the job is obtained through the method chosen. The information is then analysed by different stakeholders to ensure the information is factual, objective and easily understandable by the stakeholders. Step 7: Processing of information into the job description and person specification – the information collected is utilised in forming person specifications and job descriptions.
The information analysed will be utilised to fulfil the requirements of job analysis. Step 8: Design or redesign jobs – person specifications and job descriptions are compared with information which is already available. If extreme differences exist, the information collected with the utilised in redesigning the job descriptions (Woods, West and Michael, 2010) Step 9: Review and update the process – the value of the process is assessed to determine whether the entire process was worthwhile. Importance of Job Analysis Some of the benefits associated with job analysis include: It allows for the determination of the job rather than focusing on the person Determination of training needs (Woods, West and Michael, 2010) Determination of appropriate compensation Provides a background of doing a performance review.