Job analysis is an
essential component of effective human resource
management. It provides the data to fully integrate
the five key components in human resource utilization;
selection and hiring; career development;
succession planning; performance appraisal; and
compensation. Job analysis is not an end in
itself, but rather it supplies the fundamental
information needed to influence human behavior so as
to accomplish the organization purpose.
A Job Analysis collects data from 28 various context
areas and 36 competency areas. It also develops
information as to the importance and frequency of all
job tasks. The outcome is a comprehensive picture of
each job group, which provides comprehensive job
analysis and a baseline for excellence. The process
starts by identifying 4-6 of the best of the best in
the job group, and then utilizing their knowledge to
determine what the requirements are for job success. |
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The Benefits of
Integrating the Five Factors in Human Resource
Utilization |
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Employee Selection
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- Helps identify the
best candidates
- Provides company
wide consistency
- Increases ratio of
successful hires
- Reduces turnover
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- Determines the
best testing system
- Meets all legal
requirements
- Reduces non-valued
added down-time
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Career Development
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- Determines
specific training needs, by individual, for superior
performance
- Prioritizes the
needs for increased return on the training
investment
- Match learning
objectives with job demands and learning methodology
- Maximize the
growth opportunities in both technical and
interpersonal skills
- Provides a
measurement to determine the return on the training
investment
- Enables training
to be just in time as needed for advancement or
promotion
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Succession Planning
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- Establishes the
different competencies requirements between job
groups
- Allows an
individual to utilize their strengths based upon
various career tracts
- Provides an
organization to identify and promote the best of the
best
- Ensures continuity
in all job classifications
- Provides
consistency in job selection whether internally or
externally selected
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Performance Appraisals
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- Appraisal system
is linked to key job tasks and job criteria
- Promotes an
objective and fair assessment system
- Ensures
consistency in appraisal process throughout the
organization
- Provides a system
that motivates employees to excel in their growth
potential, job performance, and commitment to the
organization
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Compensation
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- Based upon
consistent, objective and reliable job content and
context information
- Competencies can
cross job families and organizational boundaries for
job banding
- Allows for
consistent evaluation and comparison of jobs at all
levels within the organization
- Simplifies the
usage of the Point Factor System for fair
compensation practices
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