1. Explain what is Job Analysis?
Job analysis is useful for purpose of recruitment and selection, it included the information of what the job holders expected to do, abilities, skill, and knowledge required to perform. Job Analysis is a basic Human resource management tools use by company to collect job data from existing job holder to create two human recourse documents named Job Description and Job Specification to enhance the human resource management function. Job specification is to identify the job holder requirement in terms of skills, qualification, experience and personal physical ability. Job Description is an important document, which is basically contains a statement of the duties, responsibility, work environment and supervisory responsibility. Job description consist of 6 of the following components such as job identification, job analysis date, job summary, duties performance also known as job scope, job specification and the expended JD.(1) Job identification includes the job title, department, reporting relationship and code number of the job. The job title which is closely approximate the nature of the work content and to distinguish it from other jobs. (2) Job analysis date use to identify job changes that would make description obsolete and HR must ensures periodic review of job content because the information of job description may changed. (3)Furthermore, job summary provide a concise overview and basic purpose of job, it help the reader quickly understand the job responsible. (4) Duties performance is the most major part of JD component, it gives a total listing of primary functions and responsibilities to each major duty to be performed. For example, perform inventory check on every Monday. (5) Job specification containing the minimum acceptable qualifications to possess to perform a particular job such as education level, experience,