Job analysis is a process taken by the HR practitioners in identifying the duties, roles and responsibilities of an employee taking a certain position in the organisation. The students taking this module have to understand that different positions in the organisation require different competencies, and thus, should have the skills needed to ensure that they develop the right duties in order to get the right employee from a pool of candidates seeking application for the job. Sometimes, organisations seek to develop changes in a specific job position in order to ensure that they relate with the dynamics of the work in the organisation and in the industry. In order to ensure that they get the person to deal with the changes, the HR practitioners have to associate with the process of carrying out the right process of job analysis. Job analysis is a function in the HR that determines the extent to which the right candidates are recruited and selected for an available job position. Job analysis is therefore important because it helps in the development of job designs for the employees, whose work and involvement in the organisation will enhance positive contributions to the employees and the employers as well.
The job analysis module requires the HR to engage in the process of developing the right job description and job specification for a candidate seeking employment in a certain position. This helps determine the roles of the employees, and helps candidates learn exactly what they will be doing to enhance good performance in the organisation. The job analysis also provides information on the compensation and benefits packages that the candidate will be given after taking the job. It is therefore a very important process that determines how well an organisation is able to achieve its objectives based on what kinds of candidates are selected for a job position in the organisation.
The important theories that should be considered in enhancing the job analysis aspect in the organisation include the motivation theory, which determines the factors that attract the employees to a certain position in the organisation. The employers should ensure that they create jobs that are satisfying to the employees, and at the same time create jobs that the employees will be motivated to perform. This means that depending on the job roles, the HR should ensure that they develop the best specification in order to attract persons who can work and deliver in expectation to the HR and the organisation as well (Schulte et al., 2018). Other issues include the nature of employee empowerment to carry out the assigned tasks and duties, and the need for the employee to produce quality work. Job quality is measured on the intensity and the complexity of the work, and how the potential candidate’s skills and knowledge allow them to deal with those complexities. The outcome of job analysis is to ensure that the job designs developed to attract candidates help the organisations address the problems that they relate within the organisation.
These are the main issues that determine the successful recruitment of the candidate who would be performing within the organisation. Some of the main principles of job design include purpose of the business, capability of the employees, the quality jobs to be handled and delivered by the candidate, the health and safety measures, speed, productivity, and the quality of employee work-life balance (CIPD, 2020). Job analysis helps in the identification of tasks that a potential candidate will be expected to carry out to ensure that they meet organisational objectives. I cases when roles change for a certain job position, the HR experts ensure that they incorporate changes in the best way possible to attract candidates who can complete the identified roles. In this perspective, it important to relate with the job designs, which is significant in ensuring that the job analysis is aligned to the goals of the organisations. The students taking the course have to learn the importance of developing unique job designs for their companies, to avoid copying other companies that have designed differently based on their goals. Thus, the students should learn that depending on the goals and objectives of the businesses that they work for, they should come up with the right and unique job designs to attract the candidates in the market.
There are various methods of job analysis that have been identified to help in the selection of the right candidate for a job. Examples include interviews, aptitude or personality tests, curriculum vitae/resume analysis, questionnaires and observation. The students pursuing the job analysis module have to learn the differences between the methods, when to use them, and their importance in selecting the right candidate for a job. Students should consider themselves as analysts in order to identify with the right form of information that is significant in determining their involvement in the selection of employees who would add value to the organisation, and be able to carry out the roles and duties assigned to them to meet the organisational objectives (Banu, Banu, and Chandini, 2016).
By the end of the module, learners should;
The reading of the unit is important to the learners who want to understand the principles and practices of job analysis. It is a module that provides insight on the knowledge and skills that the HR practitioners should have in taking the steps to recruit candidates for a job. The unit is important to the HR students who want to progress in their careers and HR professionalism. In this regard, they will be able to learn the different methods of job analysis, and how to conduct them towards selecting the best candidate for a job. By completing the unit, the HR students will be able to learn the importance of job analysis in the organisation, and gain the knowledge and skills needed in carrying out the job analysis exercise. This is because an assessment to conducts a job analysis will be carried out, where the learners will be required to be hands on, on ensuring that they create a broad understanding of the organisation they work in, and promote their professionalism in carrying out different HR functions and responsibilities.
Banu, S. R., Banu, S. B., & Chandini, S. (2016). Desired competencies new work methods, procedures or manuals job analysis is used for various HR functions. Available at http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.740.6894&rep=rep1&type=pdf
CIPD (2020) Job design. Available at https://www.cipd.co.uk/knowledge/strategy/organisational-development/job-design-factsheet
Schulte, S. B., Kay, A., Potosky, D., & Renard, M. (2018). Job analysis and design. In Teaching Human Resource Management. Edward Elgar Publishing.