4.1 Strategy and Job Analysis
A job is a paid position to complete a task or a piece of work. Generally, the tasks are related or similar in nature. There are different jobs that require different skills, knowledge and experiences. Companies may have several similar jobs that many people complete, and it is the same job.
A position is paid and is a group of responsibilities assigned to one person, and this person has specific duties. Some positions may be similar, yet grouped together called a job family.
HR managers collect information about jobs, positions, and job families for HR planning, hiring, training and development, performance appraisals, compensation and following the laws and legislation.
| Job | Customer Service Representative |
|---|---|
| Position | Office Manager |
| Job Family | Senior Accountant, Accounts Payable Clerk, Bookkeeper, Junior Accountant, Financial Controller |
Strategic Impact of Job Analysis
The job analysis process is essential to any organization. Through various modes of research, a skilled HR representative will review numerous sources of information such as labour market data, internally set job requirements of a particular position, specific skills, abilities and qualities that a candidate will need to be successful, among others. A thorough, well rounded analysis is invaluable as it is the foundation needed to maintain quality, efficiency and continuity in any operation. Specific impacts of the job analysis include:
- Recruitment: Job specifications are needed before a job can be advertised including knowledge, skills, abilities (KSA). Job Specifications outline the qualifications required to complete the job.
- Selection: A job description is necessary to help HR, managers and the employees to become familiar with their job.
- Training and Development: HR managers need to stay current on trends and future skills requirements; and provide or offer training to ensure employees skills and talents are up-to-date. This ensures the company remains competitive in the economy.
- Performance Appraisals: Employees are evaluated on their work performance.
- Compensation: Employees are assigned a rate of pay that is determined by their worth to the company. Worth is decided based on skills, knowledge and abilities (KSA), responsibilities, and experience.
- Laws and Legislation: HRM has a collection of data that ensures job descriptions and specifications match the rate of pay. This could present an issue if a person was paid less for the skills they bring to the company. It might be considered discrimination (van Vulpen, n.d.)
All these uses impact job analysis. It is one of the most important activities in HRM. Job Analysis shapes employee hiring, motivation and happiness of the employees. For the company, it separates the progressive and innovative companies from those who do not hire good talent, offer training and development, or may pay employees less than their market worth.
“4.1 Strategy and Job Analysis” from Human Resources Management – 3rd Edition by Debra Patterson is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.
