Distinguish among job analysis, job descriptions, and job specifications. How do they relate to planning in human resources management?
Job analysis is the process of studying a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for performance of the job and the conditions under which the work is performed. An important concept in job analysis is that the job, not the person doing the job, is assessed, even though human resources (HR) may collect some job analysis data from incumbents.
Job analysis is primary tool in personnel management. In this method, a personnel manager tries to gather, synthesize and implement the information available regarding the workforce in the concern. A personnel manager has to undertake job analysis so as to put right man on right job.
There are two outcomes of job analysis :
- Job description
- Job specification
The information collected under job analysis is :
- Nature of jobs required in a concern.
- Nature/ size of organizational structure.
- Type of people required to fit that structure.
- The relationship of the job with other jobs in the concern.
- Kind of qualifications and academic background required for jobs.
- Provision of physical condition to support the activities of the concern. For example- separate cabins for managers, special cabins for the supervisors, healthy condition for workers, adequate store room for store keeper.
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