Variable and Invariable Factors

Discuss about the Literature Review and an Interview with an HR.
 

Human resource management comprises of a number of complex functionalities of management of employees within an organization (Cascio, 2018). There are a number of aspects of HRM, which are conducted in order to arrive at conducting the workforce. HRM is a diversified concept that is used to conduct the most essential resources for the organization. Therefore, every organization encompasses HRM such that it can manage its employees in an effective manner. HRM process is initiated by the process of recruitment and selection, post which other methods are conducted for the same. The scope of HRM is to arrive at a comprehensive process of managing and directing of employees to achieve goals and aims for the organization. Such aspects include recruitment and selection, job analysis, training and development, performance management and so on. The current scope of analysis deals with aspects of Job Analysis for an organization’s jobs.

Before proceeding to Job analysis it is important for the readers to get a clear and transparent idea regarding Job. Job, in simple words can be described as the division of a large amount of work into different kinds of packages and programs. Analysis of Jobs generally refers to the process of collection of information regarding a particular kind of job. It can also be described as performing the anatomy of the job. It is generally conducted upon present ongoing jobs. This can include the duties of the supervisors, duties of the managers and many more as such. The major task of the analysis of the job is the process of collection of data about the different kind of jobs. This includes the likes the job of a worker, how the job does is done, skills, education and training and many more as such. The requirements that are needed for each and every job within the vicinity of the workplace are considered in the following type of analysis. The two major aspects of Job Analysis are as follows;

1. Job Description-Job Description is based on the preparation of the data that is collected for analyzing the job. It provides a proper and effective description of the different types of jobs. The following is said to be a narration of the contents of the particular job. Job Description is basically done for the fulfillment of the different purposes. This includes the likes of the grading and classification of the jobs, authority definition, sketching the career path and also the development of different kinds of work standards.
2. Job Specification- The specification of the job generally concentrates on the kind of the job, the specification of the job, the details of the job that includes the likes of the minimum qualification required to get the job and many more as such. The use of Job Specification includes the likes of Personnel planning, Evaluation of the job, promoting health and safety cultures and the planning of careers.

Job Analysis is important as because it helps in a number of different processes. This includes the likes of;

1. Manpower Planning-The analysis of the job helps in the aspect of the manpower recruitments as it determines the demands for the job in terms of skills and quality.
2. Training and Development- The analysis of the job helps to get a clear idea of the standard of the job performance and administer the training development program.
3. Job Evaluation-The Job Analysis provides a clear basis for the evaluation and thus determines the relative worth of the job which in turn helps to determine the compensation of the job.
4. Job Designing- The job can be designed in a much better way if the job is analyzed effectively. Proper Job analysis helps in the determination of the effective design for the job.

Job Analysis is necessary for determining the profitability of the organization. The allocation of specific jobs to the most suitable candidate is utmost necessary for the proper functioning of the organization. Selection of able and trusted employees helps the organization to attain success.

Analysis of different kind of jobs helps the employers of the organization to make wise and smart decisions regarding training of the employees, recruitment needs of the future and the different kinds of structural changes. Some of the variable and non variable factors are as follows;

1. Size-Size of the organizations is one of the most key variable factors that determine the benefits that may be received from Job Analysis. Large organizations have enough fund or resources that help them to analyze the workers easily.
2. Complexity- Simple organizations have different and easily understandable job roles. This helps the job analysis to be a more straightforward task. For example one of the employers must shadow one of the employees from each of the departments to observe and complete the daily list of tasks. For example if the different kinds of tasks that are performed by different workers.
3. Nature- The nature of the company determines the particular kind of Job analysis that will be best suited for the organizations.  The employees must coordinate with each other to maintain the analysis and ensure a better communication level.
4. Fast moving organizations- Adapting is the best way to survive and carry on future prospects to ensure the survival of the employees I the different kinds of organizations. An employer can identify the different competencies that the employee must do to bring success to the organization.

Literature Review

The following factors can be said to be clearly independent of the following topic as it depends on the size and other kinds of different factors. The variable part for the following topic is the Size and complexity of the organizations. On the other hand Nature of the organizations and the fast moving organizations is said to be the invariable factors. There is a direct link between the size and complexity of the organizations with that of Job Analysis. This is because the following factors have a direct impact on the analysis of their job. The main focus of the report is the ways by which a candidate is analyzed for a particular job and the report can be said to have a positive impact.

Job Analysis often also referred to as work analysis is a group of techniques to recognize the substance of an occupation as far as exercises included and properties or occupation necessities expected to play out the exercises. Job Analysis gives data of associations which figures out which representatives are best fit for particular employments. Through Job Analysis, the examiner needs to comprehend what the critical assignments of the activity are, the manner by which they are done, and the essential human characteristics expected to finish the activity effectively. The scope of this current literature analysis helps arrive at the varied independent factors of job analysis. Patterson, Ferguson and Thomas (2008) in their article analysis job analysis to identify core and specific competencies for employment and their implications for selection and recruitment. The procedure of employment investigation includes the HR manager depicting the obligations of the occupant, at that point the nature and states of work, lastly some fundamental capabilities. After this, the activity expert has finished a shape called an occupation psychograph, which shows the psychological necessities of the job. The measure of a sound Job Analysis is a legitimate undertaking list. This analysis contains the practical or obligation zones of a position, the related undertakings, and the fundamental preparing suggestions. Job Analysts and managers for the position being examined need to approve this last rundown keeping in mind the end goal to approve the activity analysis.

Sanchez and Levine (2012) analyses the rise and fall of job analysis and the future of work analysis. Job Analysis is essential for to start with, helping people build up their vocations, and furthermore to help associations build up their representatives keeping in mind the end goal to expand ability. The results of job analysis are enter impacts in outlining getting the hang of, creating execution intercessions, and enhancing processes. The use of Job Analysis strategies makes the certain suspicion that data about a vocation as it by and by exists might be utilized to create projects to enroll, select, prepare, and evaluate individuals for the activity as it will exist in the future.

Stanton et al. (2011) identifies methods for Job analysis, curriculum guidance, and program considerations. The authors set of programs and methods that are used to conduct job analysis within an organization. Job Analysis are commonly modern hierarchical (I-O) analysts or human asset officers who have been prepared by, and are acting under the supervision of an I-O therapist. One of the main I-O clinicians to present Job Analysis was Morris Viteles. In 1922, he utilized job analysis keeping in mind the end goal to choose representatives for a trolley auto organization. Viteles’ methods could then be connected to some other territory of business utilizing the same process. Job Analysis was likewise conceptualized by two of the originators of I-O science, Frederick Winslow Taylor and Lillian Moller Gilbreth in the mid twentieth century. Since at that point, specialists have displayed a wide range of frameworks to achieve work investigation that has turned out to be progressively itemized throughout the decades. Nonetheless, it is able to demonstrate that the root motivation behind occupation investigation, understanding the social prerequisites of work, has not changed in more than 85 years.

Brown and Harvey (2011) have clearly outlined an experiential approach to organization development.One of the principle motivations behind leading employment investigation is to get ready sets of responsibilities and occupation details which thusly help procure the correct nature of workforce into an association. The broadly useful of occupation investigation is to report the prerequisites of a vocation and the work performed. Employment and assignment investigation is executed as a reason for later upgrades, including: meaning of an occupation space; portrayal of an occupation; advancement of execution evaluations, staff choice, choice frameworks, advancement criteria, preparing needs appraisal, legitimate barrier of choice procedures, and remuneration plans. Boyd (2008) analyses importance of job analysis in the context of an Information Commons.The HR industry utilizes work examination to ensure preparing and improvement exercises are engaged and effective. In the fields of (HR) and mechanical brain science, work examination is frequently used to accumulate data for use in faculty choice, preparing, order, and additionally compensation. Modern therapists utilize work investigation to decide the physical prerequisites of an occupation to decide if a person who has endured some lessened limit is equipped for playing out the activity with, or without, some settlement (Ileana Petrescu & Simmons, 2008). At the point when a vocation investigation is directed for the reason for esteeming the activity (i.e., deciding the proper remuneration for occupants) this is called “work assessment.”

Job analysis is conducted in every company for arriving at details of roles performed by employees. Job analysis by means of conducting interview and questions reveals an employee’s suitability to a current job profile. A HR manager generally conducts job analysis for specific roles of employees such that tasks are segregated within the organization and each employee strives to attain their defined roles and responsibilities. In the current scope of analysis a beauty and sports product trading company has been selected. The company has 12 employees and it is currently undergoing transformation. Due to which each and every job analysis for relevant roles needs to be arrived at. As the current organization is undergoing transformation, it is essential that the HR manger finds suitability of previous job profiles before with after the Company. Hence, matching of job analysis profiles will allow arriving at comprehensive job analysis.

The organization under consideration here is undergoing transformation which has resulted in generation of vacancy of some roles. Now the function of HR manager by means of job analysis is to fulfill those roles such that the new organization can function in an un-hindered manner. During organization change various roles of employees are diagnosed which can easily   fit into new organization frame. Thus, in the current scope of analysis of HR issue or problem, it can be stated that HR needed to have prepared jobs analysis prepared

The current organization is faced with varied roles that need to be fit in such that the newly changed organization can determine its recruitment and training needs. Through the process of job analysis, the current organization can determine ways and methods that can be implemented to resolve challenges related to the issues that are to be faced. Through job analysis by means of questionnaires of detailed and specific analysis, appropriate needs for recruitment and training can appropriately be ascertained, which otherwise would not  have been possible.

Conclusion

The above analysis related to job analysis has allowed ascertaining and dissecting dependent and independent factors related to job analysis. Through detailed analysis of factors related to job analysis, it could be ascertained that it is a critical factor which ascertains proper functioning within an organization. Moreover, this analysis has included a detailed interview sessions which have allowed revealing in-details impacts and concepts that are affected by means of job analysis.

References

Boyd, R. (2008). Staffing the Commons: job analysis in the context of an Information Commons. Library Hi Tech, 26(2), 232-243.

Brown, D. R., & Harvey, D. F. (2011).An experiential approach to organization development.

Cascio, W. (2018). Managing human resources.McGraw-Hill Education.

Ileana Petrescu, A., & Simmons, R. (2008). Human resource management practices and workers’ job satisfaction. International Journal of Manpower, 29(7), 651-667.

Patterson, F., Ferguson, E., & Thomas, S. (2008). Using job analysis to identify core and specific competencies: implications for selection and recruitment. Medical Education, 42(12), 1195-1204.

Sanchez, J. I., & Levine, E. L. (2012).The rise and fall of job analysis and the future of work analysis. Annual Review of Psychology, 63, 397-425.

Schaufeli, W. B., Bakker, A. B., & Van Rhenen, W. (2009). How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. Journal of Organizational behavior, 30(7), 893-917.

Stanton, J. M., Kim, Y., Oakleaf, M., Lankes, R. D., Gandel, P., Cogburn, D., &Liddy, E. D. (2011). Education for eScience professionals: Job analysis, curriculum guidance, and program considerations. Journal of Education for Library and Information Science, 79-94.