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Recruitment, Selection and Induction

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H1XK 34 – Recruitment, Selection and Induction
Assessment task 1

Section 1 – Analysing job requirements
1. There a number of ways to define job analysis, however, to sum it up: it is the process of exploring and gathering information relating to a specific job. The analysis highlights the duties, responsibilities and the accountabilities of a job. The process of the analysis results in two sets of data: a job description and a job specification. The sole purpose for the job analysis - in relation to recruitment and selection - is to assist human resources in their search for potential future employees; it also helps in better continuity and planning in staffing for the organisation. Additionally, selecting a good candidate also requires a detailed job description as the objective of recruiting employees is to match the right candidate to the right job.

There a number of ways for collecting job analysis data and two methods that Asda are most likely to use are: a questionnaire method and an observation method. The most commonly used job analysis method for any work place is to get their existing employees, superiors and managers to fill in questionnaires. This method must be framed differently for different grades of employees in order to gain reliable information. It should also be communicated to staff that all data collected will benefit them in the long run by providing the questionnaire with ‘true’ job-related data. If it is not completed properly, it will suffer from personal biasness and it will be a waste of time, money and human resources. It does prove beneficial useful in large organisations like Asda where the number of staff is great, therefore, it is not as time consuming as other methods.

Another method for collecting job analysis data was to observe an employee and all records of their performed and non-performed task; fulfilled and...

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