User:Gabriella.Amesbury/Job analysis

I chose Job Analysis because it interests me and I feel that it is an important part of organizing the work of an organization's employees as well as choosing the best employees for each job.

Gaps of Knowledge

- Under the Uses of Information section, the possible application of the information gathered through job analysis towards the processes of recruitment and selection is not discussed. Just states "it is an easy process," which is a biased perspective.

- Compensation is not acknowledged under the Uses of Information section.

- No images

Correction Drafts

Uses of Information

- Recruitment and Selection: An organization distinguishes a pool of potential candidates for a job position from the overall population of available workers through the process of recruitment; this is followed by selection, during which the applicants who will be employed by the company are definitively chosen.^1 The former process attracts workers to apply using various methods of advertising the open position, which can include newspapers, government agencies or referrals.^2 The latter process can involve interviews with individual applicants or reviews of their previous work experience.^2 Job analysis produces both an explanation of the activities and responsibilities that an employee in a certain position must undertake while working (job description) as well as that of the ideal characteristics and abilities that the employee should have in order to perform well (job specification).^3 These pieces of information can be used in recruitment by contributing to the content of their advertisements, mostly ensuring that the candidates with the correct attributes apply, and in selection by certifying that the chosen candidates are fit for the position.

- Compensation: The payments made by an organization to its employees for their services to the company, through an hourly wage or otherwise, is known as compensation. Job evaluation attempts to determine the value of a job position compared to others within the same organization, to help ensure that the compensation of employees in various positions is equitable.^4 Job analysis can assist job evaluation by providing descriptions of positions that will be ranked, sometimes based on the appearance of predetermined factors that have been deemed important in the descriptions. ^4 Other pieces of information, such as the salaries that employees of other organizations with the same job position earn, are generally considered in combination with job evaluation to determine compensation rates.^5

- Added image of job interview as example of interview of incumbent for job analysis.

Bibliography


 * 1) Bekesi, C., & Bekesi, D. (2017). "Aspects of recruitment and selection of human resources in organisations. The perspective of employers from Bihor County". Annals of Faculty of Economics, University of Oradea, Faculty of Economics, 1 (2), 50–59. http://content.ebscohost.com/ContentServer.asp?EbscoContent=dGJyMNLr40SeqLI4zOX0OLCmsEieqLFSsq24TbeWxWXS&ContentCustomer=dGJyMPGqt0uyrLVRuePfgeyx43zx1%2B6B&T=P&P=AN&S=R&D=bth&K=130371966
 * 2) Kotey, B., & Sheridan, A. (2004). "Changing hrm practices with firm growth". Journal of Small Business and Enterprise Development, 11 (4), 474–485. DOI:10.1108/14626000410567125
 * 3) Newell, S. (2005). "Chapter five: Recruitment and selection". In S. Bach (ed.), Managing human resources: Personal management in transition (4 ed.). (p. 115-147). Blackwell Publishing.
 * 4) Armstrong, M., Cummins, A., Hastings, S., & Wood, W. (2003). Job evaluation: A guide to achieving equal pay. Kogan Page.
 * 5) Weber, C. L., & Rynes, S. L. (1989). "Effects of Compensation Strategy on Job Pay Decisions". CAHRS Working Paper Series. 89 (6): 5. https://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1396&context=cahrswp