Job Analysis and Job Design - Essay Example

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As defined by Haque Talukder (2014), job analysis refers to the process of identifying and determining in detail the specific job duties and requirements and their relative importance in a particular job. The process involves data collection of a particular job to make the…
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Job Analysis and Job Design al Affiliation Job Analysis and Job Design As defined by Haque Talukder , job analysis refers to the process of identifying and determining in detail the specific job duties and requirements and their relative importance in a particular job. The process involves data collection of a particular job to make the relevant judgments. Therefore, it improves the management efficiency of a firm since the comprehensive intelligence gathered, is used to provide detailed information about a particular job. The process consists of two parts that are the statement of work and the job description. The job description is an important document prepared from the data obtained from the job analysis. It states the duties and responsibilities of various people in a particular job. The statement of work is a document that defines and captures the work activities, timelines, and deliverables that vendors must execute in their performance of a particular job.
In the HR management, job analysis is valuable since it aids in the preparation of sound human resource policies and practices. That is because job analysis provides a deeper comprehension of the behavioral requirements of a particular job thus playing a significant role in the defense of HR employment practices. Besides, job analysis improves the management of a company since it helps in human resource planning. The process also provides information on methods of recruiting and selecting employees who can best fit the job requirements. Moreover, the process is essential in HR management since it guides the compensation and performance appraisal of the employees. The reason is that it provides clear-cut principles of performance for each job that can be used to determine pay surveys and appraising workers that perform their duties and responsibilities appropriately.
Job design refers to the specification of content, structure, methods, relationship and configuration of the jobs to satisfy both the organizational, technological, social and personal requirements of a jobholder. Job design involves putting together different elements to form a job while considering the organizational, health, safety, and the individual worker requirements. The process involves integrating all the job responsibilities and specific qualifications that are needed to perform the same (Shantz, Alfes, Truss & Soane, 2013).
In the human resource management, job design is essential since it improves the management of an organization thus enabling it to perform its activities in an efficient and effective manner. That is because it provides information on the incumbent and also specifies various ways of performing the tasks. Besides, job design provides information on the structure of the competent employees. In most cases, job designs contain detailed information on the knowledge, skills, and competencies of the workers. Hence, it helps in the preparation of job details that enable the human resource to recruit the best-suited candidate for a particular job. Additionally, it improves motivation and commitment of the employees. The reason is that it makes the job more exciting and challenging, and that motivates the workers to improve their performance. The demanding work attracts lucrative remuneration, and that makes employees more committed thus improving the overall performance of the organization.
Haque Talukder, A. M. (2014). Perceived Importance of Job Analysis Influencing Motivation and Competencies Among Blue-Collar and White-Collar Employees. IBA Business Review, 9(1), 79-91.
Shantz, A., Alfes, K., Truss, C., & Soane, E. (2013). The role of employee engagement in the relationship between job design and task performance, citizenship, and deviant behaviors. International Journal Of Human Resource Management, 24(13), 2608-2627. Doi:10.1080/09585192.2012.744334 Read More
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