Choose and create a post for one content area and explain in

Choose and create a post for one content area and explain in depth about this one selection from :

M3: Employment relationship, balance of power, constitutional laws, EEOC, disparate treatment and adverse impact, flow statistics, CRA of 1964, etc.

or M4: Job analysis defined and explained, developing task statements, types of JA methods, job description explained, job specification explained, sources to be used, specific methods, etc.).

Solution

Job Analysis: Job analysis is the most important aspect of Human resource analysis.

Definition: Job analysis is defined as the collection and study of data related to operations, processes and tasks and corresponding responsibilites of a specific task/ job.

It is a systematic exploration of minute details of a job and the activities involved in it. The process of job analysis involves the following stages:

1) Job description and specifications:

Job description is a written statement of the details activities and responsibilities of a job. The details such as job title, location, summary of activities, reporting heirarchy, working situations and conditions,duties of the persons responsible, machinery to be used and the dangers and risk corresponding to the safety measures involved in the job.

Job specification includes the requirements to get the job done, life the qualification, experience, training, skills of the people undertaking the job. Also the leadership qualities, emotional quotient and strength of character needed for the job is specified at this stage.

2) Organisational analysis: It is the study of the organisation in connection to the requirements of a specific job. The study of what is available vis a vis what is required to carry out a particular job helps organisations to pinpoint of the exact nature of requirement and carry out the recruitment process accordingly.

Job analysis helps the human resource management is organisational and people planning. It helps to select right candidate for the right job, thus helps the HR function to achieve efficiency. Also training, placement etc is done with accuracy. It also helps the HR function to manage and monitor the salary and wages of the new recruits. By studying the requirements of the jobs, level of expertise and skills involved, risks and hazards of a job, the wages and salaries can be decided aptly to meet the demands of the jobs and the satisfaction of the recruits alike.

Thus job analysis is one of the most important tool in the hand of the HR managers in an organisation.