...Certificate in Human Resource Practice Module: 3CJA Contributing to the Process of Job Analysis By: Emma Matthews Contributing to the Process of Job Analysis (3CJA) Activity One The purpose of a job analysis should be to determine what the ‘job holder’ is expected to do and how the job should best be performed. It will also help decide what skills and qualities are required of the person who is to perform the job. By undertaking this process, the analysis will have a better understanding of things such as staffing levels, productivity, any adjustments that need to be made, and performance appraisals. Job analysis plays a major role in organisations and it is important to remember that it is an analysis of the job and not the person. Job analysis is also important when it comes to the selection process as this will be based on the job description which should be written from the job analysis provided. There are several methods in which a job analysis can be carried out. These could be; interviews, questionnaires and observation and all methods have their advantages and disadvantages. Interviewing the incumbent(s) The interview method of gathering information needs to be carefully structured and conducted in an open and transparent manner. They are a good way of obtaining valuable information, however the interviewer must have a rapport with the interviewee to feel comfortable enough for them to openly discuss their job role. Questionnaire Like an interview, the...
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...Explain how a job analysis is used to create a job description. 2.2 Explain the functions of a job description. This week I was very comfortable with our two main objectives; of how the process of job analysis is used to create a job description and the functions of any job description. Basically the outcome of any job analysis process is the job description; as the second one is a vital tool in the hand of decision makers to give the position to the right candidate or determine compensation for example. Job description refers to the required tasks, knowledge, skills, abilities, and reporting structure required for jobs. The description of the job contains many important elements such as (the position title, summery of the position, essential duties and responsibilities…etc.). Our chapter mentioned something coat my eyes to describe the importance of job analysis stating; “Jobs are important to individuals: They help determine standards of living, places of residence, status (value ascribed to individuals because of their position), and even a personal sense of self-worth. Jobs are important to organizations because they are the vehicles through which work (and thus organizational objectives) is accomplished.” (Wayne F. Cascio, 2010, p. 162). According to this paragraph when HR conducts the process of job analysis they are actually contributing to the success of their organization. This process can be defined as the “ systematic study of jobs to determine what...
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...| CIPD Foundation Level | |Contributing to the Process of Job Analysis | | | |Unit: 3CJA | | | |Author: Janet M. Elsdon | |06/04/2016 | Contents 1. Introduction 2. Information 3. Findings 4. Conclusions 5. Recommendations 6. Bibliography Contributing to the Process of Job Analysis Activity 1: Written report (Assessment criteria: 1.1 & 1.2) Section 1: Introduction 1.1 This report will cover the following points: firstly, it will explain the principles and purpose of job analysis. Secondly, it will compare and contrast 3 different methods of job analysis Section 2: Process 2.1 The information in this report was collated using class notes, text books, and internet sources. Section 3: Findings 3.1 Understanding the fundamentals of organisation design “The organisation...
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...Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. Performance Management as referenced on this page is a broad term. See Aubrey Daniels for a detailed explanation of the origin of the term Performance Management (PM) which was coined by Dr. Aubrey C. Daniels in the late 1970s to describe a technology (i.e., science imbedded in applications methods) for managing both behavior and results, the two critical elements of what is known as performance. |Contents | |[hide] | |1 Where PM is applied | |2 Benefits | |3 Organizational Development Definitions | |4 See also | |5 References | |6 Further readings | |7 External links | [pic][edit] Where PM is applied The PM approach is...
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...| HRM599 (Benefits) – Week 4: (Course Project) | DeVry University, Keller Graduate School of Management | | Alicia Garrett: D01607092 | 8/3/2014 | Table of Contents Statement of Issue Literature Review Issue Analysis Issue Solutions Statement of Issue The voice of the employee is crucial to carrying out the message and mission of the company. The voice of the employee creates a sense of personal ownership and responsibility that the employees are directly contributing to the success of the business. It is through the voice of the employee that employees are able to have a dialogue with management and explains how they will apply the company vision to their daily tasks and how they will engage within the project selection process with different stakeholders. Within recent years the voices of employees have become silent. The employees have come to believe that Flight Safety Corporate office has lost touch with our teammate promise. Our teammate Promise state the following: 1. Our ladies and Gentlemen are the most important resource in service commitment to our customers. 2. By applying the principles of trust, honesty, respect, integrity, and commitment, we nurture and maximize talent to the benefit of each individual and the company. 3. We foster a work environment where diversity is valued, quality of life is enhanced, and individual aspirations are fulfilled. Those promises mentioned above have been the front and foremost of FlightSafety...
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...that business and satisfy those demands” (Cascio, 2010, p. 685). There are five steps in the human resources planning process. The five steps of HRP help facilitate economic growth while minimizing employee turnover. SAS (2010) is a company that has been successful in the implementation of these steps. In this paper we will discuss these steps as they relate to the hiring process. Successful implementation of these steps can be beneficial in targeting qualified candidates that also contribute to the culture of the business. The first step in human resources planning is to establish a strategic plan by preparing an employee inventory. Taking an employee inventory means taking stock of the quality of company employees to assess hiring, training, management, for the health of the company. An employee inventory needs to focus on the quality rather than the immediate quantity of the employees. The focus on quality in terms of hiring can be met by engaging in an effective interviewing, testing, and evaluation process formulated in part by the employee inventory (Casico, 2010). The second step in human resources planning is to prepare a job analysis. During job analysis, information about specific jobs within the company is collected. Preparing a job analysis involves gathering information about the tasks required for the job as well as the personal characteristics necessary to do those tasks well. Critical elements...
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...TOPIC 1: INTRODUCTION TO ORGANIZATIONAL BEHAVIOR * Definition of organizational behavior * The primary principles contributing to Organizational Behavior * The three main goals of Organizational Behavior * ------------------------------------------------- How does the application of Organizational Behavior help organizations 1.0 What is “Organizational Behavior”? In business and management, research and studies are often started due to one simple reason; there are questions which need to be answered, and only through careful analysis and testing we will be able to present the proper methods to answer the questions. For Organizational Behavior, it is the same. The study of Organizational Behavior started because of one simple fact; most managers in the world face the same problems and questions. Common problems managers face include communication, employee’s lack of motivation, conflicts and arguments, resistant to change and many others more. All of these lead to the same conclusion, which is every organization face people problems. Most business studies focus on technical knowledge, such as account, marketing, finance, economic and others, but organizational behavior is a study field which focuses purely on the “people” aspect. In today’s business world, managers cannot succeed with technical skills alone, and they would also need to have good “people” skills. In academic terms, Organizational Behavior is defined as: “The systematic study of the actions...
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...to provide better working conditions for its members. They do this by using the collective power of all members to sit on a more equal playing field with employers. In this way they can demand higher wages, shorter working days, better working conditions, more on-the-job training, etc. An example of a trade union having an unintended effect is when they set a wage (price of labor) that is above the market value of the labor (a price floor). The result is a reduction in the number of people who are employed and a surplus of labor. Trade unions play an important role and are helpful in effective communication between the workers and the management. They provide the advice and support to ensure that the differences of opinion do not turn into major conflicts. The central function of a trade union is to represent people at work. What do you understand when we refer to Personnel Management? Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization. Is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals. Is that part which is primarily concerned with human resource of organization. Explain what the Seven Point Plan is and describe the Interviewing Strategy! 1. Physical make-up: health, physique, 2. Attainments: education...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Evaluating factors contributing towards low employee morale in the community services directive of Polokwane Municipality ------------------------------------------------- ------------------------------------------------- A Research Proposal ------------------------------------------------- ------------------------------------------------- by ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Josephine Malesheka Mathole ------------------------------------------------- ------------------------------------------------- Student No. 271199 ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- To be submitted in part fulfilment of the requirements for the ------------------------------------------------- BBA Honours degree ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- at ------------------------------------------------- ------------------------------------------------- SOUTHERN BUSINESS SCHOOL ------------------------------------------------- ------------------------------------------------- ...
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...CPA Program The Practical Experience Guide EVE CHENG CPA SENIOR ANALYST BHP BILLITON Contents Practical experience requirement How to identify if your role is relevant Where do you fit? What skills areas do you need to demonstrate? Your mentoring relationship How to record your experience in the logbook The skills guide Personal effectiveness skills Leadership skills Business skills Technical skills 3 4 6 7 8 10 11 12 13 14 15 MICHELLE ROACH CPA 2 Practical experience requirement Did you know? Our studies show that members consistently perform better in their segments when they are enrolled in the practical experience requirement The practical experience requirement of the CPA Program gives you the opportunity to use the knowledge and skills gained in your education and apply them in your workplace. Combining your education with mentored practical experience will give you the opportunity to develop and demonstrate highly sought after technical and soft-skills that will benefit your entire career. Starting your practical experience requirement means that you are one step closer to your goal of becoming a CPA. CPA Australia recommends that you start the practical experience requirement and the professional level segments at the same time, if you are employed in a relevant role. What are the requirements? • complete a minimum of three years of relevant full-time or equivalent part-time work experience • demonstrate competence in 16 personal effectiveness...
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...Influence of time pressure on aircraft maintenance errors TAKAHIRO SUZUKI, TERRY L. VON THADEN, WILLIAM D. GEIBEL University of Illinois at Urbana Champaign Introduction Even though proper maintenance is crucial for aviation safety, tracing the effect that human error in maintenance operations has on accidents and incidents remains a difficult task. According to a UK Civil Aviation Authority study (2003), maintenance and inspection deficiencies ranked fourth (12%) as a factor in aviation accidents overall. Other studies have described that as technology has improved, aviation accidents attributed to mechanical failures alone have decreased, yet those attributed to human error have not shown the same reduction (Wiegmann & Shappell, 2003). Aircraft maintenance requires high reliability and is an important concern in the human factors realm for several reasons. On the one hand, automation, which has reduced flight crew workload, does not apply in maintenance operations (Reason & Hobbs, 2003). On the other hand, maintenance tasks generally access critical areas where human errors lead to serious consequences (Reason, 1997). From a human factors perspective, in the current competitive environment of commercial aviation, occupational opportunities relating to aircraft maintenance technicians (AMTs) are declining. While oil prices soar, fares remain low due to competition (Bond, 2008). Employing fewer technicians and making turnaround at the airport gate shorter are...
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...ASSIGNMENT Contributing to the process of job analysis 1- Introduction This report aims to explain the purpose and principles of job analysis and the reasoning behind it. The report will describe the methods used and explore the advantages and disadvantages of these methods. It will give details of a job analysis plan and how it was carried out. It is good practice to carry out a job analysis to contribute to the recruitment for the right candidate for the role also for evaluating and determining the value of the job to the company. The company this report is based on is Alan Howards a Hair and Beauty Wholesalers in Oldham. The company has been established for over 25 years with 22 branches in the North West and supplies Professional Hairdressers and Beautician with products and materials at trade prices, the company also offers a delivery service to salons twice a week. The company currently employs 3 full time staff members and 1 part time staff member. This report aims to help with the recruitment for a full time senior sales assistant to temporarily cover a current colleague as she prepares to go on maternity leave, the employee has been with the company for 3 years and this report will show how the job role has changed helping to develop an accurate job description for the job advertisement. The role of a senior sales assistant within the company is to serve customers, merchandise, assist customers, have basic product knowledge and understanding, process and invoice...
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...economic point, the cost associate with water use seems insignificant. In this analysis, water extraction, transportation and storage were not accounted. The price of $2.5 billion water cost is the minimum associated with the use of...
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...following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 1|P age 6....
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...overview of the training and development function and how the needs assessment fits into this process, followed by an in-depth look at the core concepts and steps involved in conducting a training needs assessment. Background Designing a training and development program involves a sequence of steps that can be grouped into five phases: needs assessment, instructional objectives, design, implementation and evaluation. To be effective and efficient, all training programs must start with a needs assessment. Long before any actual training occurs, the training manager must determine the who, what, when, where, why and how of training. To do this, the training manager must analyze as much information as possible about the following: • • • • Organization and its goals and objectives. Jobs and related tasks that need to be learned. Competencies and skills that are need to perform the job. Individuals who are to be trained. Overview of Training and Development The first step in designing a training and development program is to conduct a needs assessment. The assessment begins with a "need" which can be identified in several ways but is generally described as a gap between what is currently in place and what is needed, now and in the future. Gaps can include discrepancies/differences between: • • • What the organization expects to happen and what actually happens. Current and desired job performance. Existing and desired competencies and skills. A needs assessment can also...
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