Choose one from 5 options - Outline Example

Job analysis assumes an important place in human resources management because of its significance and implications in both strategic and operational issues of an organization. Job analysis when broken down into smaller specifications drives job descriptions, job priorities and job classifications (Marchington & Wilkinson 2005, p.167) which help the organization in multiple ways. With the help of job design, competent and skilled employees can be recruited (Elearn 2009, p. 2013), job activities can be redesigned, modified or simplified and job activities also serve as the basis for setting compliance, safety, compensation, performance, training and development and other managerial standards.

Job analysis is often confused and used simultaneously with the terms ‘occupation’ and ‘position’. While a position is determined by the number of workers in an organization, occupation is the sum total of jobs of similar kind in an organization. Thus, all technical jobs cumulate to form an occupation. Understanding the difference between these terms is also crucial from organizational point of view because jobs make occupations, occupations turn into positions and finally positions develop into organizational structure.

Having being talked about two-legged approach of job analysis in an organization, the body of the essay gets split into two divisions where first part will talk about functions or domains which job analysis serves in. As for example and already mentioned above, the role of job analysis spans across human resource planning, recruitment, training, development, performance appraisal, compensation plans, evaluation and counseling and even job and organizational redesign (Management Study Guide n.d) (Figure 2).

This section will more or less emphasize on describing the tasks and activities of specific functions that relate with job analysis and prove to be of a critical component in these domains. It will be more inclined towards elaborating