BM703: MASTER OF BUSINESS ADMINISTRATION
HRM730: HUMAN RESOURCE MANAGEMENT

INDIVIDUAL ASSIGNMENT
JOB ANALYSIS USES AND ITS IMPACT ON EFFECTIVE HUMAN RESOURCE MANAGEMENT AT THE WORKPLACE

Table of Contents 1.0 Introduction 3 1.1 Job Analysis 3 1.2 Job Description 4 2.0 Job Analysis Uses 5 2.1 To Gather Information 5 2.2 Recruitment and Selection 5 2.3 To Enhance Communication 5 2.4 To Accommodate Change 6 2.5 Performance Review 6 3.0 Job Analysis Impact 7 References 9

Job Analysis Uses and Its Impact on Effective Human Resource Management at the Workplace
1.0 Introduction
Organizations must have a systematic way in determining which employees are the most suitable to accomplish the task of functions given by the employer (Ivancevich & Konopaske, 2013). Most of the Human Resource specialist does not know about the details of the jobs in an organization. In order to provide a good vision to the future employees, knowledge and requirements of the jobs can be collected through a process called job analysis (Rehman, 2009).
1.1 Job Analysis
Rehman (2009) defined job analysis as a descriptive process of breaking down a specific job into several components by using different types of tools and techniques to establish job requirements. The information obtained will then be organised and evaluated in order to prepare a job description and job evaluation. The job analysis should include information such as the purpose of the job, the nature of the job, the tasks, the expectation and the position in the company hierarchy (Clifford, 2001). Singh (2007) stated that job analysis is a prerequisite activity for an effective management of human resource. However, jobs nowadays are not static and less-individually based as the technological innovations and competition is getting increase (Singh, 2007).
According to Ivancevich & Konopaske