ECE _DSST _ Human Resource MGMT

Job analysis can be defined as the system of

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Job analysis can be defined as the system of obtaining information about jobs relating to the tasks, duties or activities that are executed to perform that particular job. The initial purpose of job analysis is for HRM to use that information in the preparation of job descriptions but ultimately it is meant to increase the company’s productivity and performance. This is the main tangible use of job analysis. The job descriptions are then used to improve various HRM tasks, such as performance appraisal requirements or job training materials. Job analysis assists HRM in creating job descriptions that adhere to the equal employment opportunity laws. Managers who write job descriptions based on the essential job functions that have been highlighted by the job analysis are less likely to emphasize unnecessary qualifications for the job that could be construed as discriminatory against minority applications. Collecting job data for job analysis is normally conducted via interviews, questionnaires, observation and diaries by specially-trained job analysts . The job analyst may observe the employees carrying out their tasks and detail their observations in a standardized format. The four main approaches to job analysis are the functional analysis, position analysis questionnaire, critical incident method and computerized model. The critical incident method refers to the identification of critical job tasks which lead to job success. Job design can be described as the process by which jobs are restructured so that organizational efficiency and worker job satisfaction is enhanced. The two job design systems that aim to integrate the behavioral needs of the workers in their jobs are the job enrichment model and the job characteristics model. The job enrichment model refers to the method of incorporating tasks into the job that make it more rewarding for the employee performing that job. The job characteristics model states that the feelings of meaningfulness, responsibility and knowledge of the results of the work performed will produce a motivated, satisfied and productive employee. Skill variety, task identity, task significance, autonomy and feedback will bring about the three psychological states, one of which is job responsibility. (The other 2 states are meaningfulness and knowledge of the results of the work performed – as stated in the question). Apart from the job enrichment and characteristics models, a less formal though equally effective way of enhancing jobs is through employee empowerment . Employee empowerment enables the employees themselves to instigate changes to their own jobs.
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Staffing Recruitment refers to the search for qualified applicants to fill job vacancies at an organization.
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