The Importance Of Job Analysis In Human Resource Management
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How do we get the best person for the job and how do we keep that person? Those are the two major focuses for public HRM and it often depends on a thorough job analysis. Job analysis is defined as “the collection and collation of information regarding the tasks performed in various positions in an organization and assessments of the knowledge, skills, and abilities necessary to perform those tasks successfully” (Dresang & Huddleston, 2008, p. 182). The information generated from a job analysis can be connected to all four fundamental human resources management (HRM) functions; planning, acquisition, development, and sanction (PADS). Moreover, any program or activity related to organizational personnel must be based on this information in
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360). Staffing is broken down into two main components: recruitment and selection. Recruitment involves identifying and attracting the right person for the job. Obviously, the organization must know the essential KSAOs required for good job performance and this is certainly obtained through job analysis. The same is true for the selection or hiring process. Common sense here. Moreover, job analysis and job descriptions satisfy a legal requirement as they are “the most critical element of equitable personnel practice…act affirmatively to ensure applicants and employees are not discriminated against based on nonmerit factors” (Klingner et al., 2010, p. 118). Job analysis is necessary and “at the heart of test validation, affirmative action compliance, and reasonable accommodation of persons with handicaps under the Americans with Disabilities Act” (p. 119). Furthermore, they provide the employee with an accurate description of the job, good and bad, which leads to increased …show more content…
4). Job analysis is vital for training as they help managers determine which areas will require job training (Foster, 2010, p. 592). Organizations would be wasting scarce resources without a thorough training assessment. The goal of performance appraisals are improved communication, increased employee motivation, effective distribution of rewards, and sound research. Foster (2010) states job analysis is “critical for the proper development of performance appraisals” (p. 591). Information from job analysis allows employees to develop job-related performance appraisal systems. This method is often more accepted by the employee which in turn results in a more effective performance improvement tool and productive employee. If the appraisal is not job related or based on job analysis information, employees will see the method as unfair and ineffective. It is not possible to evaluate performance and distribute rewards without clarity on job related standards that are learned in the job analysis
360). Staffing is broken down into two main components: recruitment and selection. Recruitment involves identifying and attracting the right person for the job. Obviously, the organization must know the essential KSAOs required for good job performance and this is certainly obtained through job analysis. The same is true for the selection or hiring process. Common sense here. Moreover, job analysis and job descriptions satisfy a legal requirement as they are “the most critical element of equitable personnel practice…act affirmatively to ensure applicants and employees are not discriminated against based on nonmerit factors” (Klingner et al., 2010, p. 118). Job analysis is necessary and “at the heart of test validation, affirmative action compliance, and reasonable accommodation of persons with handicaps under the Americans with Disabilities Act” (p. 119). Furthermore, they provide the employee with an accurate description of the job, good and bad, which leads to increased …show more content…
4). Job analysis is vital for training as they help managers determine which areas will require job training (Foster, 2010, p. 592). Organizations would be wasting scarce resources without a thorough training assessment. The goal of performance appraisals are improved communication, increased employee motivation, effective distribution of rewards, and sound research. Foster (2010) states job analysis is “critical for the proper development of performance appraisals” (p. 591). Information from job analysis allows employees to develop job-related performance appraisal systems. This method is often more accepted by the employee which in turn results in a more effective performance improvement tool and productive employee. If the appraisal is not job related or based on job analysis information, employees will see the method as unfair and ineffective. It is not possible to evaluate performance and distribute rewards without clarity on job related standards that are learned in the job analysis