| | | | |edith cowan university faculty of business and law | | | | | | | |mba 5712- hr | | | | | | | | | |assignment 1 | |JOB ANALYSIS A ‘CORNERSTONE’ OF | |ALL HRM PRACTICES AND ACTIVITIES | | | | | | | |MUTEMA CHELLA 10157835 | | | | |
LECUTRER: MR. D. PHIRI
Submission Date: 13th April 2010
TABLE OF CONTENTS
RECRUITMENT AND RETENTION
TRAINING AND DEVELOPMENT
PROMOTION OF WORKPLACE SAFTY AND HEALTH
To discuss why job analysis is sometimes said to be the ‘cornerstone’ of all the human resource management practices and activities, six Human Resource functions or practices are listed and then showing how job analysis data is utilised in each of these activities. Job analysis is aptly called so because success or failure of the human resource function in an organisation can directly be attributed to the consequences of job analysis (Siddharth, 2009 October). Siddharth (2009) further contends that Job analysis encompasses understanding and closely evaluating the knowledge, skills and attitudes required by an individual in performing a particular role. It’s like performing a Personal Profile Analysis of an invisible person. Once performed,...
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Baird, M., Compton, R & Nankervis, A. (2008) Human Resource Management: Strategies &Processes (6th ed.). Cincinnati: South-Western Publishing Co.
Cooper, K, Neck C. (May 2000) The Fit Executive; Exercise and Diet Guideline for Enhancing Performance, Academy of Management Executive 14(2), 72-83
Jackson E.S & Schuler, R (2003) Managing Human Resources Through Strategic Partnerships (8th ed.). Thomson South-Western Publishing Co
Rayson, M.P. (2000) Fitness for work: the need for conducting a job analysis, Occup. Med. Vol. 50, No. 6, pp. 434-436, 2000. Retrieved April 12, 2010, from http://occmed.oxfordjournals.org
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