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Job Analysis, Descriptions, and Specifications, Essay Example

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Introduction

Managerial staffs in medical and health services usually go through intricacies in the process of job assessment as well as complex situations in most occasions. Their job needs to be good leadership and managerial skills that aid in problem solving capability. This paper therefore addresses issues concerning job analysis, description as well as the role of Human Resource Management (HRM). It also explores the relationship between job analysis and job description.

What Is Job Analysis?

Job analysis can be defined as the process by which collection of information concerning the responsibilities, duties, outcomes, required knowledge, and work environment of a given kind of job. It is also the first step in clearly gaining the understanding of the profession and forms the basic of job description which in turn generates into job requirement (Wayne & Robert, 1996). The information concerning a position to be filled that aids in the identification of major job requirements (MJR) and creates a link between the MJR to education, training, skills among others can also be used in referring to job analysis.

Roles of Human Resource Management

The function within an organization which bases its focus on the management of, recruitment of, and aid in the provision of direction for personalities who are assigned some duties in an organization can therefore be termed as Human Resource Management (HRM) (Wayne & Robert, 1996).HRM addresses issues that are related to individuals such as compensation, performance management, institutional development, benefits, wellness, motivation administration, training, as well as the safety.

Drawing on the theoretical insights of the “resource based view” of strategies in an organization and advantages associated with strategies and competitiveness. HRM Practices therefore can contribute to a sustained competitiveness in an organization by the process of helping in facilitating the expansion of competencies which are the firm’s specifics (Nadler & Garland, 1986). HRM also helps in the production of complex social relationship, and lastly it helps in generation of knowledge in an organization.

How Job Analysis Drives Job Description

On the onset of coming up or re-writing a job descriptions, job analysis becomes the first step to be followed. Job description is the element that offers explanation of the key responsibilities of the actual position and providing a report concerning the work environment. Generally, job analysis is an in-depth study of job and therefore the information created in job analysis is thus used in the provision of relevant information about job description. An accurate job description basically depends on careful analysis of the job done and can also offer evaluation of the work as well as the full range of Human Resources functions. The information that is either gathered by employee or employer through carrying out of interviews, observation of performance, questionnaires, and the information collected through secondary sources like National Occupational Classification (NOC) can be used in developing job description.

Application of Job Analysis and Description in a VA Case

Concerning the case of Department of Veterans Affairs (VA), provision of compensation to veterans suffering from disabilities or injuries aggravated while on a military duty. Under the act of Individual Un-employability (IU) remuneration parameters, a veteran is in a position to receiving an increased compensation rate if VA is capable of developing a clear link between employability and service connected disabilities (Nadler & Garland, 1986). Government Accountability Office (GAO) has come up with reports concerning numerous technological and medical advances that are associated with changes in societal setting as well as the nature of work have thus increase the need of for individuals with  disabilities to be employed in employment sectors.

However, research can be viewed as part of other various functions of human resource management. The need for (HRM) will always maintain to be on the limelight due to increase in number of organizations partaking in business globally. Thus it is important for the professionals to be updated on reimbursement and benefits, job description and analysis, performance assessment, worker and labor relations, training and development countrywide or even in global market.

Nadler, L. and Garland D. (1986). Managing Human Resource Development . San Francisco: Jossey-Bass.

Wayne, R. and Robert, M.  (1996). Human Resource Management . Upper Saddle River, NJ: Prentice-Hall.

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Job Analysis Template – Free Guide for Students

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Job analysis plays a vital role in human recruitment. It helps HR managers determine the competencies or skills needed to perform a specific occupation, ensure that the job conditions are fair, and see how the position influences other parts of the business. Moreover, it improves employee participation and productivity. Based on job analysis, executives can create new positions, reorganize the team, or dismiss unproductive employees. On this page, we will explain what job analysis is and why it’s essential and provide a step-by-step guide on conducting it.

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What Is a Job Analysis?

A job analysis is an approach that examines job position , knowledge, and abilities required to carry out a specific task, the working environment, and its impact on business spheres. A job study assesses the position rather than the employee who performs the work. The method enables HR managers to comprehend the duties that employees carry out at work and the human capacities necessary to carry out these duties.

Why Is Job Analysis Important?

Job observation is very time-consuming and involves a lot of human effort, but still, its results bring a lot of advantages:

• Information regarding required skills and responsibilities. Work observation can assist the business and the employees by providing a clearer picture of what a job involves. It also establishes criteria for employees so they know what is expected of them within their work position.
• Development of evaluation methods. Employers can use job analysis to update or build new performance evaluation forms. The study also allows for a more realistic assessment of how an employee performs their work obligations.
• Establishment of salary and promotion standards. A job analysis can assist in determining whether a specific role requires a more significant skill set. It also helps employers decide whether to adjust the pay scale for a certain position or promote a worker.
• Refreshment of hiring procedures. A job observation could convince companies that the job descriptions they use for hiring and grading must be updated. It also allows them to create a new manual for hire procedures.
• Training for employees. A job analysis assists organizations in determining the optimum way to train new and already existing staff. The research process can also reveal the most beneficial areas for professional development .

Work Analysis Types

The information acquired from the work observation is divided into 2 groups : the occupation’s task demands and the human qualities required to fulfill these tasks.

• Task-based analysis This kind of job analysis is the most common and focuses on identifying elements of the job. In this type of analysis, tasks must be stated as a task statement . The task statement is the most significant component of the task analysis process because it provides a standardized format for describing worker actions with all the details.
• Skills-based analysis A skill-based analysis aims at the specific knowledge and abilities required for the job. This form is more subjective and is more suited to high-level positions.

It is essential to use effective techniques while conducting job research. A job analysis combines 3 methods , which are simple but bring fantastic results.

The process of job analysis consists of 6 phases. Here’s a quick step-by-step breakdown:

Step 1 Examine the Employee Responsibilities

The first step is to determine the specific position’s roles and responsibilities . The information can be gathered through employee interviews, questionnaires, or work manuals. After creating a list of required activities, the numerous tasks can be classified and grouped based on the amount of knowledge and experience.

Step 2 Investigate Relevant Positions

The second step is to examine relevant positions to see if the work experience aligns with industry standards. Analyzing the necessary qualifications, duties, and activities seen as most vital by other employers can be beneficial. It can help discover employee job obligations a company was unaware of.

Step 3 Specify the Outcomes Required for the Position

Since roles and duties differ within departments, even equivalent positions don’t produce the same results. Employers need to specify what exactly they want to receive from the person they hire. It’s best to write down skill sets and degrees of expertise a company needs from its workforce.

Step 4 Determine Skills, Training, and Level of Education

Specifying the exact skills, training, and education each worker will require is crucial. To receive good job analysis results, a company must be specific and accurate about each point. Depending on the value they bring to the team , it may change some functional responsibilities and duties.

Step 5 Determine Benefits and Compensation

A company needs to examine the pay range for the position and the revenue that its rivals provide for the identical job. Visiting websites like Glassdoor or Payscale will give all the necessary information about the amounts of compensation and benefits . Also, it’s essential to list the actions that will lead the employee to a financial promotion.

Step 6 Continually Iterate and Improve the Job

A job observation is a continuous process because the requirements for each position change every time. After the research, a company can choose workers who fit the job the most and pay them following industry standards. It will also allow the company to help those employees who want to progress in their careers.

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BusinessEssay. (2023, August 6). Job Analysis Template – Free Guide for Students. https://business-essay.com/analyses/job-analysis-research-paper-examples/

"Job Analysis Template – Free Guide for Students." BusinessEssay , 6 Aug. 2023, business-essay.com/analyses/job-analysis-research-paper-examples/.

BusinessEssay . (2023) 'Job Analysis Template – Free Guide for Students'. 6 August.

BusinessEssay . 2023. "Job Analysis Template – Free Guide for Students." August 6, 2023. https://business-essay.com/analyses/job-analysis-research-paper-examples/.

1. BusinessEssay . "Job Analysis Template – Free Guide for Students." August 6, 2023. https://business-essay.com/analyses/job-analysis-research-paper-examples/.

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BusinessEssay . "Job Analysis Template – Free Guide for Students." August 6, 2023. https://business-essay.com/analyses/job-analysis-research-paper-examples/.

• Capabilities Analysis
• Firm Analysis
• Location Analysis
• Risk Analysis
• Failure Analysis
• Price Analysis
• Market Position Analysis
• Positioning Analysis
• Customer Analysis
• Cost Analysis
• Brand Analysis
• Business Strategy Analysis
• Trend Analysis
• Compensation Analysis
• Advertisement Analysis