JOB ANALYSIS Job Analysis A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. A job analysis is a step-by-step specification of an employment position's requirements, functions, and procedures. Just as a seed cannot blossom into a flower unless the ground is properly prepared, many human resource management (HRM) practices cannot blossom into competitive advantage unless grounded on an adequate job analysis. Successful HRM practices can lead to outcomes that create competitive advantage. Job analyses, properly performed, enhance the success of these HRM practices by laying the foundation. Job analysis information can be applied to a variety of HRM practices. We now take a brief look at some of them. ESTABLISHING FAIR AND EFFECTIVE HIRING PRACTICES An employer's recruitment and selection practices seek to identify and hire the most suitable applicants. Job analysis information helps employers achieve this aim by identifying selection criteria, such as the knowledge, skills, and abilities (KSAs) needed to perform a job successfully. A firm's managers and human resource (HR) professionals can then use this information to choose or develop the
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JOB ANALYSIS
Job AnalysisA job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis.
A job analysis is a step-by-step specification of an employment
position's requirements, functions, and procedures. Just as a seed
cannot blossom into a flower unless the ground is properly prepared,
many human resource management (HRM) practices cannot blossom
into competitive advantage unless grounded on an adequate job
analysis.
Successful HRM practices can lead to outcomes that create
competitive advantage. Job analyses, properly performed, enhance the
success of these HRM practices by laying the foundation. Job analysis
information can be applied to a variety of HRM practices. We now
take a brief look at some of them.
ESTABLISHING FAIR AND EFFECTIVE HIRING PRACTICES
An employer's recruitment and selection practices seek to identify and
hire the most suitable applicants. Job analysis information helps
employers achieve this aim by identifying selection criteria, such as
the knowledge, skills, and abilities (KSAs) needed to perform a job
successfully. A firm's managers and human resource (HR)
professionals can then use this information to choose or develop the
appropriate selection devices (e.g., interview questions, tests). This
Job descriptions are written statements that describe the duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications of candidates, and the reporting relationship of a particular job.
Job Descriptions: Why Effective Job Descriptions Make Good Business Sense Effectively developed, job descriptions are communication tools that are significant in your organization's success. Poorly written job descriptions, on the other hand, add to workplace confusion and hurt communication. Here's why effective job descriptions are so important.
How to Develop a Job DescriptionThe process of developing a job description helps you articulate the most important outcomes you need from an employee performing a particular job. A job description is also a communication tool that tells coworkers where their job leaves off and the job of another starts. A well-written job description tells an employee where their job fits within the overall department and the overall company.
GENERAL PURPOSE JOB DESCRIPTION.
A general purpose job description is one that contains a variety of
information that can be used for several purposes, such as
communicating job responsibilities to employees and specifying
minimum job requirements. For instance, a manager would pull out a
job description to review essential functions and worker requirements
prior to developing interview questions for a job applicant.
The particular information contained in the job description varies
depending on company preference and the intended use of the
instrument. A typical general purpose job description contains the
following sections: job identification, job summary, essential
General purpose job descriptions used by most companies provide
only a brief summary of job analysis information, and thus lack
sufficient detail for some HRM applications. For instance, many fail to
indicate subtasks, performance standards, and job context. Subtask
information may serve as a basis for developing training programs;
performance standards may serve as a basis for developing certain
types of performance appraisal forms; and job context information
may serve as a basis for making job evaluation ratings that are needed
to establish pay rates.
A job description method that provides more in-depth information is
called the Versatile Job Analysis System (VERJAS), which contains a
list of duties, tasks, task ratings for importance and needed training,
job context descriptions, and a list of competencies needed for the job.
SPECIAL PURPOSE JOB DESCRIPTIONS.
Several special purpose job descriptions have been developed by a
variety of HRM experts during the past 30 years. A key difference
between general and special purpose job descriptions lies in the
amount of detail they include. Special purpose formats cover fewer
topics, but the topics covered are analyzed in more depth. Some of the
more commonly used special purpose approaches are described next.
Functional job analysis (FJA) focuses primarily on recording job
content information. Each task is analyzed separately on a worksheet
that contains a task statement (specifying what the worker does, how
it is done, and the results or final product of the worker's actions), the
performance standards and training needs associated with the task,
and seven rating scales. Three of the scales are known as worker
function scales, indicating the level of worker involvement with data,
people, and things. The other four scales indicate the level of ability
needed in the areas of reasoning, mathematics, language, and
following instructions.
Employee Planning, Recruiting, Selecting, Staffing and HiringWhen recruiting, selecting, staffing and hiring, pick the smartest person you can find. Retention of your best employees starts with your recruiting, staffing and hiring strategies, policies and procedures. Recruiting, testing, selection and staffing are the focus of these resources.
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All About Work SchedulesEmployees' work schedules vary from full time to part time to job shares. All work schedules have one thing in common; the employee is doing work required by an employer. Today's employers understand that flexibility is what employees require in their work schedules. If they don't, employers should beware. You'll lose your best employees to an employer who understands that flexibility in work sch…
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Free Email Class: Recruit and Hire the BestRecruiting the best employees for your organization is an ongoing challenge. If you're looking for solid, proven best practices and up-to-the-minute ideas in recruitment, interviewing and selection, you've found the right course. Sign up today!
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Use the Web for Recruiting: Recruit OnlineAre you tempted to recruit talent online? If you haven't started recruiting on the web already, you're behind the curve. Most job sites allow you to reject resumes with unwanted keywords and locations. Do you think executive recruiting is best done in the off-line world? Think again. Executive recruiting is happening online. Here are tips to help you use the power of the web to recruit online.
Use Your Team for Recruitment: A Retention StrategyHow would you like to increase your candidate selection pool, add value to interviews, heighten employee loyalty, build supportive peer relationships, and improve retention rates simultaneously? By implementing a team recruitment strategy, you can achieve this. Find out how.
Behavioral Interview Questions TipI differentiate behavioral interviewing from speculation. But, the supposed behavioral interview questions that I most often hear employers ask in their behavioral interviews, require speculation on the part of the candidate.
Interviewing Styles: Tips for Interview Approaches
Interviewing is often just as stressful for the interviewer as it is for the job seeker. Knowing the different types of interviews, and why and when they are successful, can help make your interviews more comfortable for both parties. Find out more.
Recruiting and Staffing Success Tips - Second Interview TipGenentech, Fortune magazine’s pick as the best company to work for, regards recruiting talented employees as a top priority. Recruiting the “right” employees is a lengthy process that can include a candidate returning to the company to interview 5-6 times. A candidate may participate in 20 interviews. I’ll bet other best companies approach employee selection with just as much care. So should you.
Video ResumesIf you haven't received your first video resumes from candidates yet, you will shortly. The buzz is growing and video resumes are the next "cool" thing to do. In fact, the conversation has already moved from whether to make a video resume to how to make a professional video resume to enhance job applications. So, employers will be seeing video resumes - whether you want them or not.
Ten Deadly Mistakes Job Searchers MakeSometimes the simplest mistakes make all the difference in the potential joining together of an employer and a job searcher. These opportunities to fail occur before the first phone call is ever exchanged. If you’re an employer, these simple, yet serious, job searcher mistakes tell you volumes about the candidate. These ten deadly mistakes matter. Check them out.articles on this site.
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U.S. Federal Succession PlanningTake a look at the recommended succession planning process used by the Federal Office of Personnel Management's Employment Service. You'll get ideas for your own succession planning process.
EMPLOYEE SCREENING AND SELECTION
According to R.D. Gatewood and H.S. Field, employee selection is the
"process of collecting and evaluating information about an individual
in order to extend an offer of employment." Employee selection is part
of the overall staffing process of the organization, which also includes
human resource (HR) planning, recruitment, and retention activities.
By doing human resource planning, the organization projects its likely
demand for personnel with particular knowledge, skills, and abilities
(KSAs), and compares that to the anticipated availability of such
personnel in the internal or external labor markets. During the