Unit 3 - Unit 3 Chapter 3 1 How is job analysis related to other HRM functions The key point here is that workflow analysis is not a neutral or an

Unit 3 - Unit 3 Chapter 3 1 How is job analysis related to...

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Unit 3 – Chapter 3 1.How is job analysis related to other HRM functions? -The key point here is that workflow analysis is not a neutral or an entirely technical activity. Employers and HR practitioners are making decisions about what sort of workforce they will have and how they will treat workers. These decisions set the tone for subsequent HRM functions, such as creating a recruitment plan and establishing compensation policies-The purpose of job analysis is to collect accurate information about what a job requires (knowledge, skills, abilities, and other competencies), what it entails (activities), and what it contributes (outputs). This information is often recorded in a job description. -Work flow design– the process of analyzing the tasks necessary for the production of a product or service-To achieve high-quality performance, organizations have to understand and match job requirements and people. This understanding requires job analysis, the process of getting detailed information about jobs-Analyzing jobs and understanding what is required to carry out a job provide essential knowledge for staffing, training, performance appraisal, and many other HR activities-Job analysis is so important that it has been called the building block of everything that HR does. The fact is that almost every human resource management process requires some type of information gleaned from job analysis:oWork redesignOften an organization seeks to redesign work to make it more efficient or to improve quality and this redesign requires detailed information about the existing job(s)oWorkforce planningAs planners analyze human resource needs and how to meet those needs, they must have accurate information about the levels of skill required in various jobs, so that they can tell what kinds of human resources will be neededoSelectionTo identify the most qualified applicants for various positions, decision makers need to know what tasks the individuals must perform as well as the necessary knowledge, skills, and abilitiesoTraining and developmentAlmost every employee hired by an organization will require training and/or development. Any learning initiative requires knowledge of the tasks performed in a job, so that the learning is related to the necessary knowledge and skillsoPerformance managementRequires information about how well each employee is performing in order to reward employees who perform well and to improve their performance if it is below expectations. Job analysis helps in identifying the behaviours and the results associated with effective performanceoCareer planningMatching an individual’s skills and aspirations with career opportunities requires that those responsible for developing career planning processes know the skill requirements of the various jobs.oJob evaluationThe process of job evaluation involves assessing the relative value of each job to the organizationin order to set up fair pay structures. If employees see pay structures as unfair they will quit or
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  • Winter '14
  • Frederick Taylor

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