JOB ANALYSIS HRM

2017

Accordingly Brannick et al. (2007), job descriptions is an instrument used by the people who does not know accurately how to perform the job. So, to make employees perform their jobs well there has to be a clear and specific job description. Therefore, many organizations are working hard to make sure that job descriptions that they have are effective in term of productivity and in achieving the organization‟s objectives. For these reasons, many researchers conducted many study to assess the effects of job description for the success of the organizations. As, in the fast changing world there are many changes in the nature of working environment and technology, and so the job description should be adjusted to incorporate the changes.

International. Journal. of HRM & Org. Bev., , 2016

Procurement is the first operative function of personnel management, which can be sub divided into various sub functions like human resources planning, recruitment and selection. Management should determine the kind of personnel required for a job and the number of persons to be employed. The organization should also find out the right man for the right job in right time. The main aim of the study is, the satisfaction level of employee regarding the existing job analysis procedure. Data was collected from primary and secondary sources. Collection of the data is of primary importance the research process. Data which is collected for the purpose of research helps in proper analysis, which is helpful to conduct research effectively. Based on the findings and suggestions, we conclude that the job analysis at APSPDCL, is satisfactory. After conclusion a study of job analysis in APSPDCL, I have arrived to the following conclusions. Their skills and qualifications match with job specification company. Their job gives satisfaction and motivation towards the work. They are able to identify the same job in practice what are mentioned in the job description. Their job provides more opportunities for their growth and development. Proportionally equal number of respondents is satisfied and dissatisfied the restructuring of designation in the company.

Journal of Association of Arab Universities for Tourism and Hospitality, 2016

One of the important reasons for delays and errors in an activity is not having clarity on the tasks to be achieved with clear authorities and responsibilities. In order to do the jobs effectively the tasks are to be specified for each one in the organization and without overlapping of authorities and responsibilities. Job description form plays an integral role to do that. An accurate form can play a strategic role in the workplace big activities; planning, organizing, controlling and training of people as well. The purpose of this study was to describe and analyze the role of job description form as a strategic tool sharing effectively in the planning process and to investigate how far job description form (JDF) can affect work of human resources and solve problems which may occur. The approach of the study was the case study of Mercure five-star hotels in Egypt. Eighty six structured questionnaires were done with entitled persons and executives in these hotels as a case study. Statistical and content analyses were used to primary data. Specific hypotheses were tested and different recommendations were presented.

European Socio-Economic Integration, 2012

MEST Journal, 2013

Job analysis is the key function of human resource management, which results from the crosssectional character of this function, i.e. it has a direct impact on organisational structure formation and subsequent human resources planning in organisations. The essential fact related to job analysis is its need to carry it out before any activity from the sphere of human resource management functions, since its result has a significant impact on all these functions. It is therefore necessary to summarize the information collected from job analysis in the form of job description and job requirements specification, and ensure their practical implementation in the organisation. Questionnaire research we conducted at School of Economics and Management in Public Administration in Bratislava over the last two years was focused on finding out whether and in what extent organizations operating in Slovakia focus on job analysis, as comprehensive focus of organisations on job analysis is substantial. The research implied that approximately 40 % of the interviewed organisations do not carry out job analyses at all, while relation comparison implies a significant influence between the size of organisation and job analysis execution.

IJIRIS: AM Publications,India, 2020

Human Resource Management by is directly concerned with the manpower as resource in the organization. It has greater emphasis on planning, hiring, monitoring and control of manpower of any organization. But it’s not a easy task in the global competitive era because the growth and development of any organization is directly related to the skill, ability and commitment etc of the working human resources. The job analysis and job evaluation are the most significant part of the Human resource management. The job analysis is a process in which a certain number of course of action are performed to know the fact about job, its specification and that entire thing and the job evaluation is the process of analysis and assessment of job in a systemized way in relative term. It this paper researcher has tried her best to present the role of job analysis and job evaluation in human resource management.

Procedia - Social and Behavioral Sciences, 2014

Human resources represent one of the most important investment of the company, and for that reason decisions in this field are some of the most difficult to make because they include individual and organizational factors with different influences by the variation of factors diversity. The arguments given to the human resources importance within company are multiple, being necessary a decisional frame in order to reflect a value system socially accepted and to realize a description and analyze of the job, to be reflected into an balanced organization through an equidistant evaluation of jobs and preparation of the pay scale properly done to fit the job complexity and the hierarchical level. The exemplification of the job evaluation and analyze methods in our case reflects the necessity and applicability of such steps, which give a large work volume afferent to the implementation of the interview method, finished by completing a questionnaire. This method is applicable especially for the jobs that already exist and it is done by interviewing the employees of the respectively jobs, with the purpose of knowing the employee's opinions and to set exactly the requirements of every job. Once the interview is applied, it is prepared "The flow diagram observed activity" where are centralized the responsibilities and the frequency of the documents, received/sent documents and all the explanations regarding the future situations. The presentation of the points method two top management jobs reflects the importance of the criteria that delineate the difference between one job and another, criteria that refer to: trainings imposed to the employee, experience needed in order to execute specified operations required by the job, the difficulty of the operations required by the job, the responsibility involved in the job, the relations sphere (to get into connections, to respond).

Job , 2019

Job Analysis Sample

Zwischenwelten: Grenzüberschreitungen Europäischer Geschichte , 2023

This is the English version of an article published in German in a festschrift for Etienne François