Body
Discuss about the Job Roles And Responsibilities And Maintains a Systematic Process.
Job analysis is important for understanding the job roles and responsibilities and maintains a systematic process to collect relevant information about the job. The job analyst is responsible for analyzing the job roles and responsibilities along with the skills, knowledge and expertise required for the employees to perform various tasks. The significance of the job analysis and the use of information for managing the analysis of job are included in the essay too (Brewster, 2017). The most successful human resource management practices will be the maintenance of a flexible organizational design, preventing inequality, maintaining a structured governance procedure and ensuring the development of advanced working planning abilities.
Job performed by an employee in exchange for salary, a job subsists of duties, responsibilities and tasks that can be achieved, quantified, measured, and evaluated. Job analysis is the process of analyzing information about the content and the human requirements of jobs in the context of what position performed. Human resource management uses the data to investigate the candidate and employees who is interested in improving their opportunities for their career advancement and increased compensation (Chadwick et al., 2013). Also, interviewing the candidates who have applied should be done and the applications would be reviewed to evaluate which contestants were matching with the company specification. The main objective of job analysis is to develop organization performance and productivity of the business. HR department is responsible for three areas; individual, organizational and career. Individual management helps the employees to identify their strength and weaknesses, fix their faults and make their best contribution to the business (Marler and Fisher, 2013). These duties can be done through a variety of activities such as performance reviews, training and testing. Organizational development focused on raising a successful team to cooperate with the other team members. Lastly, the responsibility of managing career development can be accomplished by matching individuals with the jobs and ensuring that the employees fit in the career paths within the organization. The process of job analysis can be divided into five categories; Planning the job analysis, preparing for and introducing job analysis, conducting the job analysis, developing job and job specifications, maintaining and updating job description followed by job specification (Bednall, Sanders and Runhaar, 2014).
Human resource planning is the first step to manage a successful human resource management practice and make sure that the company has a good employer to achieve the goals and objectives. It should be followed by the strategic goals of the organization through the implementation of proper HR philosophies. By gathering information, establishing objective and implementing sound decision, it would be convenient to ensure achievement of organizational goals and start planning for job analysis procedure (Baranova, 2013). Through choosing the right numbers and kinds of people in the right place, it will make the company more efficiently complete those tasks in order to help the organization achieve the overall strategic objectives. It can be done with the help of job analysis process. Secondly, preparing for and introducing job analysis is important for managing the selection of jobs and for analysis. It could reflect the formulation of a relevant methodology such as the candidates and the employees had to follow the procedure to meet the standard of the business (Tariq, Jan and Ahmad, 2016). In addition, the assessment and reviewing of existing job documentation, developing implementation action plan and communicating the process to managers will help the method of job analysis to maximize the performance of the organization though successful management of human resources.
Human Resource Planning
Conducting job analysis is usually the primary responsibility of the HR department. It is an important document that used to identify a job consideration by job analysis. The important question to answer the description job are what should be done, why it should be done, where should be done. The information related to the job description, job title, summary, equipment, environment such as hazard, activities, interaction with the other employees are interpreted during the job analysis process (Loshali and Krishnan, 2013). The job analysis is one of the most important concepts of human resource management activities and is considered as effective for the management of training, recruitment and selection of employees and developing performance standards too. It could also assess the employees in terms of their performances; furthermore manage the employee remuneration and compensation plan too (Jaksic and Jaksic, 2013).
Based on the human resource management activities, the job analysis covers the employment aspects such as recruitment and selection of employees, training and development needs, compensation and benefits provided to them, legal benefits along with the management of health and safety. Based on Sojka (2015), the job analysis could result in filling the vacant positions with the candidate who has the most suitable skills, knowledge and expertise and check whether this competencies and skills should allow for accomplishing the tasks effectively or not (Sojka, 2015). The candidates’ skills, knowledge and expertise are assessed and monitored through job analysis techniques and the positions of jobs will be filled with much ease. The job analysis process is managed by following various steps including the planning for job analysis where the goals and objectives will be identified, the selection of jobs will be analyzed and the job descriptions and specifications will be developed as well (Lu et al., 2015). This will help in maintaining the job descriptions and conduct periodic review for reflecting the internal and external changes that can affect the organization.
The most successful HR practices are structured governance and business case development, development of an advanced workforce planning capability, implementation of the most appropriate HR philosophies and finally creating a flexible organizational design. According to Qayum, Haider and Mehmood (2014), the structured governance is important for developing goo working relationships and engage the business leaders in the process of planning for recruitment and selection. By implementing the right HR philosophies, it would be convenient to involve the employees altogether and communicate their expectations and foster innovation (Qayum, Haider and Mehmood, 2014). Other effective HR practices include the development of HR skills to make them adjust to organizational change and relationship management.
Preparing for and introducing job analysis
The HRM practices are strengthened by the job analysis by understanding the need for individuals fitting the particular job role. It would also align the HR processes and functions and support the organizational strategy for handling the talent crisis and market competition. The job related information must be combined altogether to develop the corporate strategy and allow the HR managers to analyze whom to target and how could the job vacancy be filled (Mohammed and Anad, 2014). The job analysis also links the HR practices including recruitment, selection, analysis of training needs, performance appraisal and manages entry and exit of talents. The strategic human resource management could connect the HR functions with the business goals and objectives, quality of work and organizational culture. It is important for utilizing the resources properly and fulfills the future organizational needs. The SHRM allows for identifying the strengths in terms of skills and competencies of the organization and the issues (Brewster, 2017). It can provide the HR managers with a clear vision to source, recruit, select as well as retain the talents and address their issues further. This would help in identifying their areas of weaknesses and necessary training and developmental programs should be provided to keep them motivated an encouraged, furthermore obtain the desired positive outcomes and ensure better future planning (Chadwick et al., 2013).
Without the right staffs with proper skills and knowledge, the business may fail to accomplish the business goals and objectives properly. The job analysis process plays an integral role in the strategic planning procedure, where a detailed analysis of the job roles and responsibilities are assessed, functions and duties, risks and hazards faced during the recruitment and selection procedures. The strategic human resource management aims to exploit the human capital and it is possible by identifying the training and developmental needs of the individuals (Marler and Fisher, 2013). This would also assist in delivering the right training content and increase the business output in terms of better profit and competitive advantage.
The information obtained during the job analysis process is useful for the managers of the organization to develop strategies and policies required to deal with the unforeseen events that might be experienced. Thus, the job analysis could not only place the right person at the right place and at the right time, but would also enhance the potential of the employees to ensure optimal utilization of the human resources and improve organizational efficiency. This is how the HR practices were strengthened by the job analysis procedure. Legal procedures were maintained to ensure that the employment opportunities were provided equally to male and female workers (Baranova, 2013). According to Health and Safety at work, the health and safety of workers must be kept in mind for making them deliver their best.
Conclusion
From the essay, it was clearly understood that the statements were proved true and I believed that human resource management practices were directly related to the job analysis procedure. A successful human resource management should be possible by maintaining structured governance, maintaining a flexible organizational design and developing the HR capabilities within the workplace of the business organizations.
References
- Baranova, A., 2013. Human resource development in customs based on competency managment. Customs Scientific Journal CUSTOMS, 3(2), pp.84-92.
- Bednall, T.C., Sanders, K. and Runhaar, P., 2014. Stimulating informal learning activities through perceptions of performance appraisal quality and human resource management system strength: A two-wave study. Academy of Management Learning & Education, 13(1), pp.45-61.
- Brewster, C., 2017. The integration of human resource management and corporate strategy. In Policy and practice in European human resource management(pp. 22-35). Routledge.
- Chadwick, C., Way, S.A., Kerr, G. and Thacker, J.W., 2013. Boundary conditions of the high?investment human resource systems?small?firm labor productivity relationship. Personnel Psychology, 66(2), pp.311-343.
- Jaksic, M. and Jaksic, M., 2013. Performance management and employee satisfaction. Montenegrin journal of economics, 9(1), p.85.
- Loshali, S. and Krishnan, V.R., 2013. Strategic human resource management and firm performance: Mediating role of transformational leadership. Journal of Strategic Human Resource Management, 2(1), p.9.
- Lu, C.M., Chen, S.J., Huang, P.C. and Chien, J.C., 2015. Effect of diversity on human resource management and organizational performance. Journal of Business Research, 68(4), pp.857-861.
- Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), pp.18-36.
- Mohammed, M.A. and Anad, M.M., 2014, September. Data warehouse for human resource by Ministry of Higher Education and Scientific Research. In Computer, Communications, and Control Technology (I4CT), 2014 International Conference on(pp. 176-181). IEEE.
- Qayum, M., Haider, S.H. and Mehmood, H.M., 2014. Motivating employees through incentives: productive or a counterproductive strategy. J Pak Med Assoc, 64(5), pp.567-70.
- Sojka, L., 2015. Investigation the Relationship Between Human Resource Management Practices And Firm’s Finance Performance. European Scientific Journal, ESJ, 11(34).
- Tariq, S., Jan, F.A. and Ahmad, M.S., 2016. Green employee empowerment: a systematic literature review on state-of-art in green human resource management. Quality & Quantity, 50(1), pp.237-269.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
