Job Analysis & Design, Recruitment, Selection, Outsourcing
Explain the process of job analysis and job design. Discuss different functions related to recruitment, selection and outsourcing in your organization or any organization you are familiar with.
JOB ANALYSIS :
Job analysis is the fundamental process that forms the basis of all human resource activities. In its simplest terms, job analysis is a systematic process for gathering, documenting and analyzing data about the work required for a job. The data collected in a job analysis, and reflected through a job description, includes a description of the context and principal duties of the job, and information about the skills, responsibilities, mental models and techniques for job analysis. These include the Position Analysis, Questionnaires, which focuses on generalized human behavior and interviews, task inventories, fundamental job analysis and the job element method.
The United States Govt’s Union Guidelines on Employees Selection Procedure (1978) and the American Psychological Association’s principles for the validation and use of personnel selection procedure stipulates that job analysis is essential to valediction of any and all major human resource activities.
A job analysis provides an objective picture of the job, not the person performing the job, and as such, provides fundamental information to support all subsequent and related HR activities, such as recruitment, training, development, performance management and succession planning.
Uses of Job Analysis:
Job analysis is the fundamental process that forms the basis of all human resource activities. In its simplest terms, job analysis is a systematic process for gathering, documenting and analyzing data about the work required for a job. The data collected in a job analysis, and reflected through a job description, includes a description of the context and principal duties of the job, and information about the skills, responsibilities, mental models and techniques for job analysis. These include the Position Analysis, Questionnaires, which focuses on generalized human behavior and interviews, task inventories, fundamental job analysis and the job element method.
The United States Govt’s Union Guidelines on Employees Selection Procedure (1978) and the American Psychological Association’s principles for the validation and use of personnel selection procedure stipulates that job analysis is essential to valediction of any and all major human resource activities.
A job analysis provides an objective picture of the job, not the person performing the job, and as such, provides fundamental information to support all subsequent and related HR activities, such as recruitment, training, development, performance management and succession planning.
Uses of Job Analysis:
