3CJA CONTRIBUTING TO THE PROCESS OF JOB ANALYSIS

 Unit Overview

HR professionals use job analysis to figure out what an employee's responsibilities will be in a certain position within the company. Each of the students enrolled in cipd level 3 should have a basic understanding of how to select the best candidate from a large pool of job applicants by understanding that different roles within the company call for distinct sets of talents. Organizations may aim to modify a specific position in order to keep pace with the changing dynamics of work in the company and the industry. This is a common practice. So that they acquire the individual who can handle these changes, HR practitioners must be involved in a job analysis process that is accurate. HR's job analysis assesses how well a position is filled by finding and interviewing the best candidates. As a result, conducting a job analysis is critical since it aids in the creation of work plans for employees, whose efforts and involvement in the company will benefit both them and their employers.

When a candidate applies for a certain position, the HR department is required to produce the appropriate job description and job specification. As a result, jobs may be clearly defined for employees, and potential hires can learn exactly what they would be expected to do in order to contribute effectively to the company. After the candidate accepts the position, he or she will be given information about the remuneration and benefits package. Thus, the process of choosing individuals for a position in an organisation has a significant bearing on the organization's ability to achieve its goals.

To improve job analysis in an organisation, it's vital to study ideas like the motivation theory, which explains the elements that draw individuals to a particular position in the company. Employers should make certain that the jobs they design are both satisfying for their employees and motivating for them to accomplish them. So, HR should ensure that they build the ideal specifications to attract people who are capable of working and delivering in accordance with the HR and their organization's needs (Schulte et al., 2018). In addition, there are concerns about the nature of employee empowerment to carry out the assigned tasks and duties, and the importance of producing excellent work. On the basis of the work's intensity and complexity, and the possible candidate's ability to handle such complications, the quality of a job is determined. Using job analysis, employers can be certain their new hires will assist solve problems that already exist within the organisation.

Learning Outcome 

• Recognize the significance of job analysis
• Recognize the concepts that govern the job analysis process
• Distinguish the many methods of job analysis, as well as how and when they are undertaken.
• Possess the ability to contribute personally to the job analysis process

Principles and methodologies of job analysis

These are the most important factors in determining whether or not a candidate is a good fit for the organisation. The following are some of the most important considerations in job design: the company's mission, the abilities of its employees, the standard of work the candidate is expected to perform and deliver, health and safety precautions, productivity, and the quality of the work-life balance for employees (CIPD, 2020). Job analysis helps to identify the duties that a possible candidate would be expected to carry out in order to ensure that the organization's objectives are achieved. When a job's responsibilities shift, human resources professionals make sure to reflect the new roles in the best way possible in order to attract applicants who are capable of fulfilling the newly defined responsibilities. To ensure that the results of the job analysis are in sync with the objectives of the organisations, it is critical to connect with the designs of the jobs. To prevent imitating other organisations, students in the course must learn about the need of creating distinctive job designs for their own companies. As a result, students should learn that the correct and unique job designs are necessary to attract applicants in the market depending on the goals and objectives of the businesses they work for.

The perfect candidate for a position can be found using a variety of ways of job analysis that have been discovered. In addition to interviews, aptitude or personality tests, a resume analysis, questionnaires, and observation, there are a number of other ways to gather information. Job analysis students need to understand the distinctions between the various methodologies, when to apply each one and how critical it is to pick the proper person for a position. Students need to think of themselves as analysts in order to identify the right information that is important in determining their involvement in the selection of employees who would add value to the organisation, and to be able to carry out the roles and responsibilities assigned to them to meet the organization's goals.