Understanding Job Analysis Information - Essay Example

1. In attempting to establish the value of understanding job analysis information, it is imperative to explain what job analysis is in the first place. According to Simmons (2006), job analysis is a step by step process of obtaining information about a job by identifying the skills, duties, knowledge and even activities that are needed for taking that job in an organisation. As an operating manager, the value of understanding information about job analysis is very significant since the process is often regarded as the foundation of Human Resources Management (HRM) where the information collected serves many functions which can impact on virtually all facets of HRM. Job analysis is basically concerned with establishing the qualities and roles needed for an individual to perform the job and these range from qualifications, physical as well as mental capabilities. In the practice of HRM, this information is very useful as it would enable the recruiter to select the best candidate for the job from a pool of other applicants. Without detailed information about job analysis, it would be difficult to conduct job description which is very important in determining the position held by an employee as well as remuneration. If an employee is fully aware of the position he or she holds in the company, there would be less chances of confusion and duplication of duties since all the workers would be aware of the positions they hold within an organisation. The information gathered from a job analysis is very crucial in that it determines the value of a job within the organisation thereby allowing the management to make informed decisions in terms of compensation and benefits to the workers. Usually a salary that is commensurate with a person’s qualifications and skills is determined from information obtained from conducting a job analysis. The process of conducting a job analysis is also important in that it promotes good relations within an organisation. It often helps the organisation to be more objective in making performance appraisals as well as making informed decisions when employees are considered for promotion or even demotion. A well prepared job analysis is always advantageous in that it can help the employer to prove that any action that may be taken regarding employees would be legal. In most cases, decisions made from information obtained from a job analysis are often regarded as objective with little chances of bias since they would be relying on practical data. 2. In recruitment of employees, there are various factors that are considered as important and some of them include the following: qualifications, skills or experience as well as ability. Professional as well as educational qualifications are often regarded as the basic considerations in recruitment of employees. In any job, it is always vital for every person to have some level of education depending on the post and position of the job within an organisation. Level of education often ranges from high school qualifications up to degree level. Professional qualifications are also taken into consideration. Some jobs require specific level of education and these qualifications are used as the yardsticks to screen potential employees. Lower positions within the organisation often require lower levels of education whereas higher positions require higher qualifications. However, qualifications alone may not be enough to select the best candidate for certain positions. In most cases, skills gained from previous experience are taken into consideration as a measure of trying to identify the most suitable candidate who will not have so many difficulties in perfoming the task. Positions requiring highly skilled labour also require candidates who are highly qualified and vice versa. High qualifications coupled with high levels of experience often go hand in hand in securing high positions in any given organisation and this is another very important consideration for recruiters in selecting the best candidates. Another factor which is important for recruiters is to determine if the chosen candidate would be able to meet the expectations of the job. Some candidates may be highly qualified but with little ability to meet the requirements hence it is very important for recruiters to consider if the potential candidate has any track record which shows that he or she is able to perform to the expected standards. In this regard, the potential candidate ought to show that he has some general knowledge about the position he will be applying for as a way of minimising the number of chancers who may lack knowledge about a job. 3. In my own opinion, I think the selection method which is based on qualifications is more laudable compared to other methods though they are also equally significant to a certain extent. This method is one of the fairest ways of selecting potential employees given that education is universal and is often regarded as the gateway to success in most sectors of the society. Essentially, education is seen as the bedrock for the stratification of society where the highly educated people form the elite class of any given society. These often occupy prestigious positions within the organisations they work for. For instance, if an organisation is looking for a marketing manager, it would be prudent for the recruiters to first consider qualifications before considering anything else. In most cases, it is assumed that someone with theoretical knowledge is better positioned to convert that knowledge into practice given that he would have basic understanding of the job requirements. In some cases, other professional qualifications are job oriented where the learners are equipped with basic knowledge about certain jobs. Therefore, whenever a company decides to recruit new employees, it must take into consideration the qualification levels as the primary stage of screening potential candidates for the post that would be available. However, one main weakness of this method is that in cases of highly technical posts, previous experience reigns supreme compared to educational or professional qualifications alone. For instance, a job posting for the position of technician in the power supply company would require someone who is experienced as well as qualified. In some cases more emphasis on qualifications often leads to lack of consideration of other potential candidates with talent though they may have lower qualifications. It would only be a matter of limited opportunity to acquire high qualifications but such people would have better knowledge and experience in comparison to those highly qualified. References Analyzing work and Planning People, The McGraw Hill Companies 2005 Carrell, R. et al (1995), Human Resources Management: Global Strategies for managing a diverse workforce, 5th Edition, Prentice Hall, USA. Simmons D. C. (2002) Job Analysis: The Missing Ingredient in the total reward recipe Read More