Human Resource Management of an Organization Samples for Students

Question: Explain the Processes of Job Analysis and Job Design as functions of the Strategic Management of Performance. Analyse and Explain the use of Job Descriptions and Person Specifications as Documents Strategically aligned with Job Design for Success in an Organisation. Answer: Job Analysis process The job analysis process is majorly done to place the right personnel in the right jobs strategically. The first stage of the job analysis is to identify the purpose of carrying out the job analysis. There are different purposes of a job analysis in an organization. The job analysis process can be done for different purposes which include; assessing the performance of the employees, placing the workers in the right jobs that suit their competencies, assessing the relevance of specific duties and identifying the need for training and development. After assessing the essence of job analysis, the person who will conduct the job analysis program should be identified. For instance, it may be of great significance if the organization considered hiring a consultant instead of the services of an internal human resource manager in the organization. Hiring an external assessor excludes the problem of biases that is associated by an internal assessor. The next step would be to strategize on how the process will be carried out. For instance how long will it take, the quantity of resources that will be used to facilitate the process and the expected results. The planning should be budgeted in regards to the available resources so that the process is a success. It is now an avenue to make a decision appertaining to the job analysis program. For example, the management may decide on the number of employees that will be incorporated in the process. Also, the management may decide to what extent is the scope of the information to be gathered. The decision made should be in line with the purposes of the job analysis so that disparities are not experienced what so ever and also the budget is not surpassed. It is of the essence to impact the job analyst with skills that are most viable for the process. The rehearsals for the job analysis program are then carried out. The preparations encompass communicating to the employee about the incoming job analysis and its purposes. The tools that will be used for this purpose are also prepared. It is imperative to ensure that all the tools that will be used are the most efficient and vital for attaining of the intended data. The data appertaining to the employees is then gathered. The information will include Paramount aspects such as the education backgrounds of the workers, their working experiences and the working conditions at the job place just to mention a few. The information will be documented by the analyst and then evaluated in the bid to identify its significance. The analyst will then prepare a job description and specifications of the employees in regards to the information that was gathered. The process of job Design The process of job design starts with the specification of the various tasks according to the skill or capabilities that are required to perform the tasks. The motivation factors for each task are also defined. The next step is to establish the right combination of identical tasks. The combination of the identical tasks is what forms a job. The last stage incorporates the characterization of the precise methods that must be utilized per the particular job. The specification of the methods of conducting a job is aimed at ensuring that identical jobs are performed in an identical way. 4 Also, the final stage is subject to the dynamics that occur in an organization, for instance, changes in technology and the competition in the market. Use of job descriptions and personal specifications It is ideal to note that job descriptions are paramount in the performance of organizations. Job descriptions majorly elaborate the specific tasks and duties that an employee is supposed to perform. The categorization of the duties assists in reducing circumstances of confusions or in the organization. The organization refrains from the problem of redundancies. Also, it leads to the explanation of the significance of the duties. The elaboration of the importance of the responsibilities aids in creating accountability amongst the employees.5 Moreover, job descriptions verify the essence of the tasks in the achievement of the mission and the objectives of the organizations. Every role in the organization is associated with the achievement of the end goals. It is imperative to note that job descriptions contribute to the performance of the organization because it aids in the relation of the organization's goals to the tasks that are bestowed to an employee. The job description document aids in recruiting the best personnel because the job requirements are well specified, and thus the most qualifying employees are selected and placed in the right jobs. If the right individuals are placed in the right jobs, then it is evident that the services that will be rendered will be of good and will lead to high performance in the organization. The specifications of the jobs bring out the benefit of leading an organization that is free from conflict. In most cases when the specific tasks or duties of employees are not well defined then the employees can conflict because of the confusing roles due to the lack of an organization. When an organization is prone to conflicts because of duplication in the roles of the employees, then there is a high possibility that performance will not be met simply because there will be no integration. Job descriptions are used in deciding on the salaries that are granted to the employees. The organization can precisely determine the amount that is fair for an employee with specific qualifications for a selected task. Fair payment aids in retaining of competent staff and thus the company can always maintain its competitive edge in the competitive world. It is also with the aid of a job description that an organization can gauge its performance. The performance of the employees is measured by the use of the relevant tools such as MBOs so as to assess whether they are performing their tasks in an acceptable way. The measuring of performance creates as good attitude among the employees to work because it is with the measuring of performance that they can be promoted and promised more salaries. The success of an organization relies on a job description that prompts effectiveness in tasks.6 The personal specifications aid in the recruitment, selection and the orientation of the employees. The personal specifications are tied to the job experiences, education background and the personal information about the employee. The personal specification eases the work of a human resource manager for he can identify in the clearest manner if the candidate is suitable for the vacant position. The organization thus can save a lot of resources that otherwise could be used in seeking information about the candidate from other sources. By training and development, personal specifications are paramount. The organization can make effective decisions in the light of the skills and capabilities of the employees. The management can be able to come up with the best training programs with the precise themes that relate to the requirements of the job descriptions. Also, the personal specification can enable an informed work plan for the resource manager. For example, if an employee has a personal drive towards work and is motivated by some specific factors then it becomes extremely easy for the employee to be supervised. The organization success is guaranteed if it can save time and resources. Bibliography Alfes, Kerstin, A.D.Shantz, Catherine Tuss, and E.C.Soane. "The link Between perceived human resource management practices, engagement and employee behavior: a moderated mediation model ." International journal of human resource management 24, no. 2 (2013): 330-351. Daniels, Kevin, Cigdem Gedkli, David Watson and Antonina Semkina. "Job, employment practices and well-being: A systematic review of intervention studies." Ergonomics, 2017: 1-80. Oke, Leke. "Human Resource Management." International Journal of Humanities and Cultural studies 4, no. 1 (2016): 376-387. Oldham, Greg R., and Yitzhak Fried. "Job Design Research and Theory: The Past, present, and future." organizational Behavior and Human Decision Processes, 2016: 20-36. Renwick, Douglas WS, Tom Redman, and Stuart Maguire. "Green Human Resource Management A review and research agenda." International Journal of Management Reviews 15, no. 1 (2013): 1-14. Stone, R. Human Resource Management. John Wiley Sons, 2014.