Share on Facebook A human resources SWOT analysis considers internal and external factors that can either boost or impede the human resources functions within your organization. This analysis can help speed your company's transition from reactive to proactive mode to enhance HR strategy and function. Strengths Your organization's strengths are internal factors that enable HR strategy and functionality.
Importance of Job Analysis in Human Resource Management Importance of Job Analysis in Human Resource Management Job analysis can improve management efficiency for organizations in the way of gathering a comprehensive intelligence to provide comprehensive information of related work.
It refers that giving particular job specific provisions and completing the work required determining what course to conduct.
Job analysis consists of two parts: Through analysis of the work input, conversion work, work output, work related characteristics, job resources, work environment background, and result the formation of job analysis — job specification also known as the statement of work. The work of identifying information included job specifications, job summary, job duties and responsibilities, and information of qualification criteria, which facilitate the use of functions for other human resource management.
Job analysis is the basis for human resources managementthe quality of its analysis for module of other human resource management has a significant influence.
Job analysis is also defined as a system process to identify the skills to complete the work, responsibility and knowledge, which is an important and universal human resource management technique. It is the cornerstone of all activities for human resource management, which collects information for other human resource management practices, such as selectiontrainingperformance appraisalcompensation design.
Enterprises can find the problem, identify gaps through the analysis of existing work, and design work to be more efficiently or incentive, or undo the traditional hierarchical structurearrangement, and replaced by the organizational structure of more flexible and more liquid.
In most enterprises, especially small and medium enterprises, human resource managers a number of errors for understanding the work analysis: Most companies see work analysis, job descriptions, work flow equivalent as the concepts of work norms, once enacted, the written staff manual system as the company system, which can not adjust in time as the business development; some departments of enterprises are confusion, responsibilities and rights of managers are unclear, job analysis is useless; some enterprises did not have work design, the internal status defined solely on the verbal description of the direct manager.
The reasons of the existence of these errors are that managers of these enterprises do not recognize the importance of the good work design and process design to help businesses gain a competitive advantage. First, it can help organizations to aware the changes.
Although we can easily see work as static and stable, but in fact, work constantly changed, people were often engaged in work who will change fine-tuning of work to adapt environmental conditions, or adapt habits of the individual to complete work.
The reasons why errors could be happening during the process of job analysis are mainly because of obsolete description.
Job analysis process should explore the changes for nature of work in addition to the static definition of work.
Secondly, through a comprehensive job analysis to diagnose the potential drawbacks of the Organization, job analysis provided information of job-related that can help managers understand the work flow, organization exposed the irrationality that can help managers to redesign certain aspects, and improve the efficiency of work.
The work managers reject the unreasonable structure of staff, reduce or waste of human resourcesduplication or lack of behavior through the research of staff structure and the staffing management. Job analysis is also important when primary managers make evaluation of the staff performance, managers must understand each one task of the work to be accomplished, and this process can be regarded as the overall search process for a potential problem of the organizational structure.
Meanwhile, the job analysis is also the foundation of the human resources management. Almost all the human resources plans or programs need to get certain types of information through the work analysis; it affects management of human resources in the following areas: Job analysis and job design are intrinsically linked, through job redesign to make it more effective Plans of human resources: The process of planning need to gain a variety of information work on the skill level, and ensure adequate staffing to meet the needs of strategic planning within the organization Selection: It must be determined the main duties of job before selection of positions, and candidates must have the knowledge, skills and abilities.
This information is obtained through job analysis. Trainers can clearly recognize what work to do for those were trained to ensure the effectiveness of training, that training helped their work done efficiently Evaluation of Performance: To get the status information for every employee, the purpose is to distinguish the good performance of employeesbonus and forfeit Career Planning:Human resource Management is very vital for the success of any company, because, the success of any organization depends on its Human Resource department.
It is the heart of any organization. So in this competitive business world, the Human Resource Department of any organization has to be well structured and strong formulated.
Importance of Job Analysis in Human Resource Management Job analysis can improve management efficiency for organizations in the way of gathering a comprehensive intelligence to provide comprehensive information of related work.
What Human Resources Managers Do. Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its benjaminpohle.com-level education: Bachelor's degree.
This module is appropriate for business, management and human resource n Define the importance of job analysis to all human resource management HR in an organization.
Students should. Management analysts, often called management consultants, propose ways to improve an organization’s benjaminpohle.com advise managers on how to make organizations more profitable through reduced costs and increased benjaminpohle.com-the-job training: None.
Oct 22, · Majan College (University College) Faculty of Business Management Human Resource Management (BC ) Human Resource Planning and Job Analysis Human Resource Planning and Job Analysis are one of most important aspect that an organization either national or international company looks it in details in achieving its objective.