If you had ever wondered about who often comes up with the various adverts in papers, calling for those interested to apply for a select post, you would be surprised at the response. Most of the adverts you see in a newspaper or magazine calling in for respondents have been designed by Job analysis experts in HRM.
So, if you had ever wondered about “what is job analysis in HRM?“, well, now you know. Job analysis in human resource management or HRM is the study of jobs, their varied responsibilities, remuneration packages, and especially those who would be interested in applying for such posts. While it may seem a little too detailed or something unnecessary to some, job analysis is a serious task and one that various companies often utilize to determine the sort of jobs that would hold a wider appeal.
Yup, “what is job analysis in HRM?” does sound a mouthful, and some, it happens to be necessary. Most top-tier companies have job analysis experts as part of their organization, determining how their organization is run and how specific roles and responsibilities are assigned. So, check out to learn more.
● Conducting the analysis:
When it comes to conducting a job analysis, the first step is always the crucial one. Here, you would be reviewing all the basic conditions governing the job, from the type of job to the remuneration packages. Then, the information would be utilized to develop accurate job analysis, which the company can utilize to further its efficiency.
Here, you would need a day-to-day understanding of the employees working in the organization at various levels. Since you are conducting a job analysis in HRM, that’s bound to be tough, and the task in question will take some time.
But essentially, you should be able to list out the various tasks, responsibilities of each post, the core competencies, etc. Moreover, you can set up a meeting with your organization’s HR manager and get him to contribute to the analysis.
● Review current job descriptions:
You know the old saying, always keep an eye out for what your competitor is upto, which certainly holds here. Therefore, it makes sense to ascertain the latest job adverts and descriptions that your competitors have listed recently. That should certainly give you more than a few indications on how to formulate your adverts and develop your template.
Moreover, remember your main objective here is to develop an actionable job description, one that’s bound to appeal to many. And that includes coming up with something more, rather than using the same old trite formula that had been used for several years. And that’s why your company had opted to hire a job analysis expert – to come up with a unique job description but appealing one.
And this is your sole objective here and one you need to focus on. And that means searching online, on platforms like Google and Linked In. Use meta tags search job descriptions, and you would find some interesting and creative takes on the old, usual formula. Do check them out.
● Job efficiency:
When it comes to developing job descriptions for posts in your organization, one of your first tasks should be to check out job efficiency. You must first check to see if the job and the responsibilities that go with it can be assigned or handled by someone else in the same organization. In that case, that should certainly save your company a bundle from having to hire someone new to get the same job done.
So review the required competencies and efficiency; determine if the task cannot be handled by anyone else in the organization. And then, move ahead with the job description, develop the perfect blurb, list your current requirements, etc. Instead of creating a new job, you can reassign the task to someone else in the organization. See if that works as well.
As you can see, this is what job analysis in HRM is all about; it is certainly essential in most organizations.
