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Job Analysis and Job Design

In: People

Submitted By tok2garces
Words 2529
Pages 11
San Beda College
GRADUATE SCHOOL OF BUSINESS

1

BUS 117-C1 HUMAN RESOURCE MANAGEMENT

Job Analysis and Job Design
Reported by: Josephine dela Cruz Garces Job Analysis and Job Design Clearly, the case above is a manifestation of poor human resource practice. There is an apparent lack of job analysis and job design that could have produced the document and the system that would minimize, if not totally eradicate, cases similar to that mentioned from occurring. Meaning and Nature of Job Analysis Job analysis, as a human resource practice, pertains to “the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.” (Mondy, 2012). In similar manner, Dr. Roque (2005) defined job analysis as “the process of determining and reporting pertinent information relating to the nature of a specific job” (Roque and Edralin, 2005). As such, job analysis is an activity that sets in detail the tasks necessary in performing one‟s duties in an organization. It so to speak acts as the employees‟ „bible‟ that would set the standards and needed qualifications in successfully performing one‟s functions in the organization. In any organization, this function is the starting point of human resources management. Clearly, other HR functions such as, but not limited to, hiring, performance appraisal, training needs analysis, compensation management, cast dependence on it. This can be manifested in the following paradigm:

“That In All Things God May Be Glorified”

San Beda College
GRADUATE SCHOOL OF BUSINESS

2

Recruitment & Selection (creating a right fit between Job & candidate) PURPOSE OF JOB ANALYSIS

Performance Analysis (Evaluation & Appraisal)

Training & Development Need Analysis Job Designing & Redesigning, Enrichment, Enlargement

Compensation Management

(From Managementstudyguide.com)

As earlier...

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