Description Of Job Analysis On Specific Position Analysis Essay Example
Description Of Job Analysis On Specific Position Analysis Essay Example

Description Of Job Analysis On Specific Position Analysis Essay Example

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  • Pages: 2 (513 words)
  • Published: August 28, 2018
  • Type: Description
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Most human resource activities, such as selection, promotions, performance reviews, or training, rely on a solid job analysis and position description. A job analysis identifies the basic tasks of the job and the required knowledge, skills, abilities, and characteristics. Position descriptions present the results of the job analysis in a clear and comprehensive format. Reputable organizations recognize the importance of job analysis and position descriptions in a strong human resource program.

The Human Resource Manager employs a personalized job analysis process to assist organizations in identifying the crucial elements of a job that align with their specific needs. Subsequently, they create an all-inclusive position description based on this information. Pointers for the selection process encompass personnel selection, which entails a meticulous approach to placing individuals in appropriate roles. The enduring impact of this process becomes apparent when employees continu

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e serving the employer for numerous years or even decades. The selection process adheres to a particular methodology aimed at gathering individual data and assessing their suitability for employment. It is vital that the methodology employed abides by all laws pertaining to personnel selection.

Both operating managers and personnel specialists are responsible for employee evaluation and selection decisions in most organizations. It is generally more effective to have multiple people involved in the decision-making process, with the operating manager having more influence over the evaluation and selection decision compared to the HR specialist. Therefore, managers need to possess effective evaluation and selection skills. To conduct successful employee evaluations and job interviews, here are seven top tips:

  1. Ensure that the employee feels comfortable.
  2. Explain how an open interview benefits both the interviewee and the organization.
  3. Discuss the
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areas that will be covered during the evaluation review process.

  • Pose evaluation questions that prompt answers related to each area's dimensions.
  • Provide a description of the job function and its contribution to departmental and organizational success.
  • Allow the interviewee to ask any questions they may have.
  • Conclude the interview.
  • The assessment process for candidates is illustrated in the following graph.

    Some of the useful questions to properly assess the candidate are as follows:

    1. “Tell me about your current role…”
    2. “What interests you about the position you’ve applied for? ”
    3. “Managing your own workload is critical in this job. Can you give me an example of when you had to manage your workload to meet conflicting deadlines? ”
    4. “Take your time to think through your answer, and please ask me to repeat or explain more fully anything you don’t understand. ”
    5. “That’s a great example – to help me understand more fully, could you clarify what your role was in this example?”
    6. “What are your career plans, and how does this job fit in? ”
    7. “Do you have any questions for me? ” Further, to create good interest in the position of the right candidate, a Human Resource Manager may share compensation and benefit plans he will be getting, for example…!
    • Net take home income after all deductions.
    • Health and medical insurance benefit.
    • Bonus policy.
    • Career path, that how he will grow within the organization if he meets the desired performance level.
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