Assignement 3JCA
3CJA- Contributing to the Process of Job Analysis
1.1, 1.2, 2.1 Explain the Principles and Purpose of Job Analysis
Job analysis is an important function of HR, which is related with many activities of HR Management. It can help a company to run their staffing activities more efficiently and effectively. It can contribute to cutting costs and time saving. Job analysis can be defined as “A systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job.”
It can support recruitment plans, position posting and performance development. When a company creates a new job they must come up with a job analysis of the role so HR knows what kind of job applicant they need to recruit. Without the job analysis the recruitment process may take even longer to select a suitable job applicant.
The process involves in-depth investigation in order to control output, i.e. get the job done successfully. The process can identify what a particular department requires and what a prospective employee needs to deliver. It can help determine particulars about a job including job title, job location, job summary, duties involved, working conditions, possible hazards and machines, tools, equipment’s and materials to be used by the existing or potential employee.
Job analysis doesn’t just support recruitment processes it can also support the company in achieving goals and targets. It can look at the current job holder and ensure they have the skills and ability to perform the task in hand.
Job analysis can also contribute to the review of pay structures within a company. HR can estimate the correct salaries and benefits for a job after the job analysis has been done.
The details collected by conducting the Job analysis play an important role in controlling the output of the particular job. One of the main benefits of conducting a Job Analysis is
1.1, 1.2, 2.1 Explain the Principles and Purpose of Job Analysis
Job analysis is an important function of HR, which is related with many activities of HR Management. It can help a company to run their staffing activities more efficiently and effectively. It can contribute to cutting costs and time saving. Job analysis can be defined as “A systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job.”
It can support recruitment plans, position posting and performance development. When a company creates a new job they must come up with a job analysis of the role so HR knows what kind of job applicant they need to recruit. Without the job analysis the recruitment process may take even longer to select a suitable job applicant.
The process involves in-depth investigation in order to control output, i.e. get the job done successfully. The process can identify what a particular department requires and what a prospective employee needs to deliver. It can help determine particulars about a job including job title, job location, job summary, duties involved, working conditions, possible hazards and machines, tools, equipment’s and materials to be used by the existing or potential employee.
Job analysis doesn’t just support recruitment processes it can also support the company in achieving goals and targets. It can look at the current job holder and ensure they have the skills and ability to perform the task in hand.
Job analysis can also contribute to the review of pay structures within a company. HR can estimate the correct salaries and benefits for a job after the job analysis has been done.
The details collected by conducting the Job analysis play an important role in controlling the output of the particular job. One of the main benefits of conducting a Job Analysis is