Main Body
Analysis of the job role can play a significant aspect in the organization as it can help in increasing the productivity with the help of making it clear that which employees are required to perform which task (Algera and Greuter, 2013). The job description or the job roles are the duties, qualifications and the responsibilities of the employees which the employees are required to perform in the organization and it can help the organization to make it clear for each employees the task that they should perform.
This report will deal with the job analysis of the employees inside the organization which can further strengthen the human resource function inside the organization where I’m presently working as a human resource manager in my simulation game. There are various difficulties that the organization is facing as the job roles are not clear to the employees and thus job role analysis will play an important role for gaining advantage for the organization.
While I and my team performed as HR director of the newly formed organization operating in the market, there are a few difficulties that we have faced during this simulation. Firstly, the organization that we overtook was Alliance and the employee of the organization refused to work outside their usual routine and they stated that it was not their job. Also, as the organization had no written job description, the employees were unclear of their duties and the responsibilities they are required to perform and thus job analysis performing is a difficult task (Bradshaw, 2014).
There are a few steps with the help of which the job analysis process has been conducted by our team as mentioned below:
While indentifying the purpose for which the job analysis was conducted our team had faced difficulties related to knowing all the functions of the organization. There were various job roles in Alliance and including all the job roles was significant for the job analysis. As the employees had no clear job description, thus they faced difficulty with their job as they didn’t want to work outside their own area. Thus due to lack of job description, I discovered that there were problem in Alliance.
This is the second step and it is regarding determining that who will be conducting the job analysis. For the purpose of conducting the job analysis, our team of 3 persons were divided with each person having some responsibilities. One of my team members was provided with the duty to calculate the absenteeism in Alliance and also was assigned with the responsibility to calculate the unit cost of labour. Moreover, another team member of the leader of our team was assigned with the responsibility to calculate the turnover, accident rate and team morale within the organization of the last year. Lastly I was assigned with the duty to calculate the productivity and the grievance of the employees of the last year and this helped us divided our responsibilities among us.
Steps performed for job analysis
This is the next step where it was decided regarding how the process will be conducted. We took a planned approach regarding how the whole procedure will be investigated and thus it has helped us moving a step closer towards the conduction of the job analysis.
This is related to determining the sources from which the data are required to be collected and also the methods for the purpose of collection of the data related to the job analysis (Glenn, 2011).
This process is related to the Hr director of the organization when communicate with the employees of the organization so that they cooperate during the process of job analysis. Moreover, in this stage, the questionnaires, feedback forms, documents as well as interviews questions are prepared. I and my group members had the duty to do all these preparations and thus this step was a success.
This is the last step of the process where the HR director takes decisions related to the job analysis and forms job description as well as job specification (Spagnoli et al., 2012). This is done with the help of data collection process and I and my friends who had the responsibility to collect various data related to the organization performed this step and decisions were made by us.
There were a few elements that were performed by us for the purpose of preparation of the job analysis as cited below:
The process of communication was very significant as it has helped us to maintain connection between us. I and my group members maintained communication on daily basis with the help of a Whatsapp group which has helped us in passing the collected information to each other.
Another significant thing while playing this simulation game was to maintain the time. Maintenance of time is very significant as it provides an edge to collect the information and pass the information at time which will help in the process of playing the simulation game effectively.
Lastly, listening skills is very significant for the purpose of listening to the things that the other individual is saying (Lew and Schmidt, 2011). This skill has helped me to listen to my group members carefully and has helped me in the process of creating creative thinking.
This reflective cycle was provided by Graham Gibbs and there are five stages in total as stated below:
This is the first stage of the reflective cycle and in this stage, I and my friends were put into a group for the purpose of performing in this simulation game. One of my group members was my friend whom I knew before and another group member was completely new to me.
Required elements for job analysis
When I was put into the group for the purpose of this simulation game I get a mixed feeling as one of the member of my group was unknown to me and also I had a very little idea related to how simulation games are performed. But I was excited regarding this simulation game and this has helped me to reach a mixed feeling regarding the game.
The valuation stage is related to stating the good and the bad experiences of an individual (Husebø et al., 2015). There were a few good experiences that can be stated, one of which includes quick bonding with the other members of the group and also they have helped me to gain an understanding related to the game as they have performed in simulation before. But the bad experience which can be stated that there was lack of communication between me and the members of my group and thus the activities and updates were late.
Conclusion:
This is the fourth step of the Gibbs reflective cycle where it can be stated that how the bad experiences can be improved (Davies, 2012). From the analysis above it can be stated that I had very good ability to listen to others and other individuals in my team, while the bad experiences like communication and management of time can be resolved from the next round with the help of action plans.
As we faced difficulties related to main communication, for which the activities took longer time and also data collection took longer efforts than usual, we opened a Whatsapp group where the members of our team collected data and updated regularly so that the information can be passed from one member to others. Moreover, this has helped us in maintain the time and thus management of time was not a problem for us in this analysis.
Conclusion:
From the discussion above, conclusion can be drawn that the process of reflection is very significant for the process of improvement of knowledge and form the action plans which can be very significant for knowledge improvement. The job analysis task that was selected during the 2nd round of simulation has helped us in improving the performance of the company Alliance and this has played a very determining role in the 3rd round of the simulation. Moreover, we were able to improve the process of communication which has helped us in passing information from one to other member of the team at time and thus has also helped us in completing the tasks and data collection at time based on which the decisions were made by us.
References:
Algera, J.A. and Greuter, M.A., 2013. Job analysis. In A Handbook of Work and Organizational Psychology (pp. 151-174). Psychology Press.
Bradshaw, R., 2014. Democratic teaching: An incomplete job description. Democracy and Education, 22(2), p.3.
Davies, S., 2012. Embracing reflective practice. Education for Primary Care, 23(1), pp.9-12.
Glenn, D.D., 2011. Job safety analysis: Its role today. Professional Safety, 56(03), pp.48-57.
Husebø, S.E., O’Regan, S. and Nestel, D., 2015. Reflective practice and its role in simulation. Clinical Simulation in Nursing, 11(8), pp.368-375.
Lew, M.D. and Schmidt, H.G., 2011. Self-reflection and academic performance: is there a relationship?. Advances in Health Sciences Education, 16(4), p.529.
Spagnoli, P., Caetano, A. and Santos, S.C., 2012. Satisfaction with job aspects: Do patterns change over time?. Journal of Business Research, 65(5), pp.609-616.
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