Job Analysis and Job Design Issues are Extremely Serious within the Topic of Human Resource Management

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Table of Contents

Introduction
Job analysis
Job design
Conclusion
References

Introduction

Job analysis and job design are generally crucial to any organizations because they determine qualifications required when employing people. Various elements of a job are studied and analyzed hence enabling human resource personnel to get right individuals for the job. In addition, the job design should be analyzed to make sure that people are allocated right jobs depending on areas of their specialization.

For instance, human resource personnel should be able to identify skills required for certain jobs hence getting correct information to include in their job descriptions. Job design helps human resource personnel to develop a proper job description that can lead to recruitment of competent people (Daft 2009, p, 76). For instance if a job requires highly skilled personnel, the job design should be categorical about such factors.

Therefore, organization should make sure that they understand job design and analysis exceedingly well in order to recruit fully competent individuals. As a result, the organization enjoys improved productivity since competent people are employed hence helping it to achieve organizational goals. This is achieved easily because if jobs are done in the right manner, the result will undoubtedly be appealing to managers and organizations in general.

Job analysis

This can be defined as the process of evaluating and determining what exactly a given job entails. For instance, job analysis for a teaching job should give details concerning the role of teachers in the job. This includes the number of hours that teachers are expected to be in classes instructing students. In addition, it gives details concerning what teachers should achieve in their jobs.

This is vital since it prepares applicants of such jobs on what they should expect when given the job. Job analysis concentrates on the job as opposed to workers. This means that any study that may be carried out on job analysis should gather information about the job and not employees.

Job analysis is carried out to relate other aspects of the job to what is supposed to be done by employees. For instance, through job analysis one can be able to identify associated challenges hence guiding on compensation. This is extremely serious because it makes sure that people are neither underpaid nor overpaid. This means that people are paid just what is worth their efforts at the work place.

For instance, some organizations end up in conflicts with workers’ unions because of overworking their employees. Job analysis can help managers in such organizations to understand the amount of work done by their employees. In return, they should ensure that they give reasonable compensations to their employees. Compensation should be guided by aspects such as skills required and work environments (Mathis and Jackson 2011, p. 45).

If the environment exposes workers to risks, the organization should be ready to part with extra funds. These funds should be used to pay risk allowances to employees. Responsibilities of employees on the job should also be among key determiners of the amount to be paid to workers.

Training needs are determined by carrying out job analysis within organizations. This includes training contents required to make sure that employees get necessary information. After recruitment of new personnel, training is hugely beneficial to familiarize them with what the job entails. Unless a job analysis is conducted, human resource personnel cannot be able to know the kind of information required by new employees for the job.

In addition, job analysis provides human resource personnel with adequate information regarding equipment needed for training. For instance, if an organization deals with assembly of electronics and electrical gadgets, several electronic pieces may be required to demonstrate to new workers what the job requires. The human resource department may decide to invest in dummies for training employees.

Therefore, job analysis is beneficial because it highlights all these aspect hence making the whole process a success. Depending on the complexity of the job under analysis, the human resource department develops appropriate assessments aimed at testing the effectiveness of employee training. This is tremendously valuable because the human resource department gets to understand exactly what is expected of employees in certain jobs.

After job analysis, human resource departments are able to identify appropriate methods of training employees. Depending on sensitivity of involved activities, training may be done in small groups to ensure that perfection is achieved. This is done as opposed to large groups where trainees end up not being attended properly by instructors. Other methods such as use of videos or computer based training can be applied.

Furthermore, job analysis helps human resource personnel to come up with selection procedures aimed at recruiting best candidates for the job (Daft 2009, p, 76). This is guided by experience of candidates in handling specific responsibilities entailed in the job. Interview questions are guided by job analysis hence ensuring that they are relevant to the job.

Job design

Job design involves putting various elements together to form a job. In fact, this is the actual layout of a job which includes requirements of not only workers but also organizations. Job design includes all aspects that are entailed in the job at various levels. For instance, job designers should put in mind safety factors alongside other factors.

This means that the design should consider risks that employees may be exposed to hence trying to reduce them as much as possible. Job design should be able to identify and outline the number of tasks to be carried out and the sequence to be followed. This means that job designs are particularly significant because they give a clear outline of all activities involved in a given job.

Job designs should be developed in a way such that they will be in line with organizational goals. This is tremendously valuable because tasks in any organization should be aimed at achieving organizational goals. In addition, employees should be able to understand all values and goals associated with the job.

This means that job designs give a lot of information regarding how employees should relate with the job leading to achievement of set goals. Organization of tasks and contents of a given job is defined in the job design.

Job designs should involve several factors, which include allowing inputs from workers. This means that job designs should not be restricted to thoughts of designers. They should instead allow workers to make proposals aimed at making them better. This happens due to changes in the environment which affect terms set for the job. For instance, a job design may expect various tasks to be conducted every day (Brannick, Levine and Morgeson 2007, p. 98).

The dynamic nature of the environment may change making it impossible for those tasks to be accomplished. Therefore, the design should allow workers to adjust it to accommodate conditions in the environment. In addition, these changes may be influenced by personal needs of workers. This means that workers’ personal needs have to be honored to ensure that they remain productive in their jobs. Jobs should be designed in a way such that they give employees a sense of accomplishment.

This is essential since they have to handle their jobs with the aim of accomplishing them perfectly. Furthermore, job designs should provide proper work and rest schedules to make sure that employees do not strain while on duties (Mathis and Jackson 2011, p. 45). This means that there should be provision for resting times between working schedules. For instance, the design may allow adequate time during lunch hours and tea breaks for employees to relax.

Job designs should be made in a way such that they provide feedback to employees regarding their performance. This is extremely powerful as employees get to evaluate their progress hence improving on overall productivity. Employees work hard when they know that they will be evaluated from time to time. This evaluation should be accompanied by rewards which motivate employees to work harder.

Conclusion

Human resource departments in organizations should ensure that they understand job designs and job analysis exceptionally well. Job perfection is achieved due to proper job analysis and job design. This is because if employees are in constant conflicts with their job expectations, chances are high that job perfection will not be achieved.

On the other hand, a well-designed job tends to achieve all its goals because workers understand job expectations and work along with them uncommonly well. Human resource departments should take time in analyzing jobs in order to come up with their descriptions. The right job description results to recruitment of right people for the job leading to achievement of its goals.

References

Brannick, M T. Levine, E L. & Morgeson, F P 2007. Job And Work Analysis: Methods, Research, And Applications for Human Resource Management. Sage Publications, Sydney.

Daft, R L 2009. Organization Theory and Design. Cengage Learning, New York.

Mathis, R L. & Jackson, J H 2011. Human Resource Management: Essential Perspectives. Cengage Learning, New York.

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