Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome calls for a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management departments to ensure that the requirements of the position are met. The HRM department provides two functions, such as job analysis and job design in order to select the right individual for the position. Job analysis is a complex and vital part of every HRM program, and involves timely research and dedication. .
Job analysis and job design are two very important systematic processes used within an organization to determine future members of the workforce. Job analysis is a process used to identify and determine in detail the particular job duties, requirements, and the relative importance of these duties for a given position. It is also used to establish and document the "job relatedness" of employment procedures such as training, selection, compensation, and performance appraisal. .
There are several methods used for job analysis, but data is mainly collected from incumbents through interviews, observation, questionnaires, and job logs that produce a description of specifications of the position. Here is a list of the methods and a brief description of when to use them:.
1. Observation - used for jobs that require manual, standardized, and short-job-cycle activities; observe sample of individuals performing job.
2. Interviews - conducted with a single job incumbent, with a group of individuals, or with a supervisor who is knowledgeable about the job; structured set of questions are used so that answers can be compared.
3. Questionnaires - (JAIF) - permits job analyst to collect information that provides a thorough picture of the job, job duties, and requirements; permits job incumbents to use their own words and ideas to describe the job.
