hrm - Surname1 Human Resource Management Name University...

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Surname1 Human Resource Management Name University Affiliation
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Surname2 4) Discuss Job Analysis and the two products that result. Why Job Analysis is considered the essence of HRMN? Discuss the impact of NOT conducting job analysis on any three of the main activities/functions performed by HR practitioners. Job Analysis is the aspect of collecting information as regards a job, also referred to as the job anatomy. Job Analysis can only be conducted where a job is ongoing. It constitutes job contents. A good example includes the responsibilities of a supervisor who is in grade II. Concerning this worker, of consideration can be the minimum knowledge, capabilities and skills that are useful to ably perform the job. Further, a contrast can possibly be made to find the needs for a grade II supervisor that might differ with those of grade I supervisors. These compose of the questions under job analysis (94). In addition, job analysis has two products that results which are job description and job specification. First discuss will be on job description and then job specification. Job description (95) is organized following the data collected via job analysis. Hence, job description is associated to data gathered via job analysis. In essence, it refers to the content description as regards what the job details are. It clearly outlines job content. It describes activities and responsibilities conducted at the job, how a certain job relates to other jobs, the tools as well as the equipment involved, the supervisory nature, working conditions and the job hazards among others. Each job has to have clear and highly comprehensive details of its categories to realize the qualifications and also skills needed to conduct a job. Hence, job description will literally distinguish one job from another job. In a statement, job description tells people what any job holder carries out, the manner it is done, and the reason it is conducted.
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Surname3 Job specification, as the other product of job analysis, bases on the individual or the job holder. Job specification (96) deals with the lowest extent of qualifications, experience, skills, judgment and even other physical abilities necessary to perform an effective job. To clarify further, it is the minimum statement need to have for performance of a job. It outlays the knowledge, abilities and also skills needed to work out the job effectively. Again, job analysis is the essence of the human resource management (HRMN) because it entails five purposes. These five purposes of job analysis strongly associated to HRMN include recruitment and selection, performance analysis, training and development, compensation management, and finally job designing and redesigning. Recruitment and selection (73-74) assists to find the type of individual needed to conduct a certain job. It highlights the education- based qualifications, degree of experience, technical, emotional as well as individual skills needed to conduct a job in a given design. Performance analysis (81-82) assesses if objectives of a specific job are achieved or not. Moreover, the performance analysis helps to decide the
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