Job analysis is the process of obtaining valid job information that aids management in making decisions. The job analysis can be used in preparing job evaluations as well as making decisions for compensation. Human Resource professionals rely on job analysis to obtain useful information related to various types of jobs. Many factors are considered when conducting an analysis such as: Identifying the task in a particular job, examining how the task is performed, identifying the main area of responsibility and finally identifying the personal demands which a job makes on an individual. Job evaluations differ slightly in that the evaluation process identifies and measures each job against established criteria and weighs the relative value of jobs in a uniform and consistent manner (L., Berger & D., Berger,pg41).It helps to provide salary equality among all jobs in a salary structure.
| Job analysis is the centre of all human resource practices. Compton et al (2009, p.27) states that “job analysis is crucial determinant of employee performance and ultimately organizational effectiveness…. In the context of recruitment, job analysis is the main source of information about the position to be filled and the natures of the person needed to fill it”. Job analysis is a systematic process of identifying the component tasks responsibilities, and desired out comes of jobs, the knowledge, competencies, skills, and abilities required to adequately perform these duties. Job analysis, and resultant job descriptions and person specifications, form the basis for the initial employment of staff, establishment of employee performance standards and their subsequent measurement, and the determination of grade and classification levels and remuneration systems.
A business / organizational manager is someone who is responsible for an area or department of works, it is their responsibility to ensure that the department / area runs smoothly and efficiently. Managers should monitor productivity and delegate tasks evenly within their team. It is important for managers to have a clear understanding of each individual employee’s role and the operations of their team. 1.1.2. How do you think managers can ensure that their performance behavior meets the requirements of the organization for which they work?
Which will help to suggest improvements that will increase resource efficiency and effectiveness; as employees use resources everyday to get there job done and will know what works and what doesn’t. It is necessary to develop KRAs and KPIs that meet the organizations needs, as Key Responsibility Areas (KRAs) refer to general areas of outcomes or outputs for which the department's role is responsible for. KRAs help individuals clarify their roles, align their roles to the organisation’s business or strategic plan, focus on results rather than activities, communicate their role’s purposes to others, set goals and objectives, prioritize their activities, and therefore improve their time/work management. While Key Perfomance
Work Culture Preferences and Competencies Gregory J. Daniel MGT 521 June 4, 2013 Dr. Ranasinghe Work Culture Preferences and Competencies The development of strategic and operational plans within an organization depends on the work culture of individuals. An organization will benefit from knowing what constitutes an ideal work culture for its employees even if that environment is not attainable. In the opinion of this United States Sailor’s personnel management experience all information is pertinent and most especially the information for what is not attainable. In human resource strategic planning, “the first step is to assess the current human resource capacity of the organization. The knowledge, skills, and abilities of current employees needs to be identified” (Ulferts, Wirtz, & Peterson, 2009).
Once Stein and Bodello establish specific roles in the organization, the morale, productivity, and efficiency of the organization will increase. The expected positive result to this solution is employees of Stein and Bodello will have a better understanding of what role they play and how it aligns with the organizations goals. Employees will not feel left out of a decision made by top management when ideas and objectives of the organization are presented. Stein and Bodello should set time with the line managers to explain they are responsible in getting with their staff to communicate and agree on key result areas, define what the role holder needs to know, and be able to do and ensure that there is mutual understanding (Armstrong 2006 p 50). Also, explaining how their roles align with the organization’s objectives and goals.
g. What is the impact of your design on people in the organization and the tasks that they perform? h. How might she change hiring and compensation practices? i. How might this affect people’s behavior and values? j.
Many employers utilize personality tests in the employment selection process to identify people who have more than just the knowledge and skills necessary to be successful in their jobs. The work place is full of people whose personalities are a mismatch for the positions they hold. Additionally, understanding one's own personality characteristics may improve one's ability to develop as an employee and manager. Therefore, it is important to understand the different facets of personality and the ways in which they can be measured. As a group we chose the personality traits of adaptability, conscientiousness, extraversion and openness to experience as our focus for this research paper.
Communication, behavior, and appearance are three are the crucial factors that make a great professional employee, as these are characteristics that can contribute to a company in its goals to be profitable. Most businesses, no matter the industry, sets certain guidelines to which its employees are expected to adhere to, these rules are usually explained in the employee handbook. Professionalism is essentially, the knowledge that an individual conveys about a certain field. At work, professionalism refers to a person doing his or her job with sincerity, and maintaining professional etiquette and ethics in the workplace. Companies specify which behaviors are acceptable, and which are not, when they first start the hiring process for a new employee.
By promoting diverse workforce will illustrate to your employees that diversity is embraced and will give them a sense of comfort with their surroundings, leading to greater productivity. Raising awareness will also ensure that the employees accept that a diverse workplace is vital for a business to thrive. 2.0 Good communication and management Regular