Reviewing existing job documents falls under which of the following step of job analysis MGT501

Human Resource Management (MGT501)VUCopyright © Virtual University of Pakistan72Lesson 16JOB ANALYSIS (CONTD.)After studying this chapter, students should be able to understand the following concepts:A.Human Resource PlanningB.Human Resource Forecasting TechniquesC.HR Hiring ProcessD.Constraints of Recruitment ProcessE.Philosophy of the RecruitmentF.Ethical Issues in RecruitmentLESSON OVERVIEWToday we will examine the human resource planning process and some human resource forecasting techniques.Next, we discuss forecasting human resource requirements and availability and describe what actions could betaken should either a surplus or a shortage of workers exist.A.Human resource planning (HRP):It is the process of systematically reviewing human resource requirements to ensure that the required number ofemployees, with the required skills, is available when they are needed.B.HUMAN RESOURCE FORECASTING TECHNIQUESSeveral techniques of forecasting human resource requirements and availability are currently used by those in theprofession.•Zero Based ForecastingThis method uses the organization’s current level of employment as the starting point for determining futurestaffing needs. The key to zero-base forecasting is a thorough analysis of human resource needs.•Bottom-Up ApproachA forecasting method in which each successive level of the organization, starting with the lowest, forecasts itsemployee requirements in order to, ultimately, provide an aggregate forecast of employment needs.•Use Of Mathematical ModelsMathematical models can assist in forecasting HR requirements. The relationship between sales demand and thenumber of employees needed is a positive one.•SimulationSimulation is a technique for experimenting with a real-world situation through a mathematical modelrepresenting that situation. A model is an abstraction of the real world.Forecasting Human Resource RequirementsA requirements forecast is an estimate of the numbers and kinds of employees the organization will need atfuture dates in order to realize its goals.Forecasting Human Resource AvailabilityDetermining whether the firm will be able to secure employees with the necessary skills and from what sourcesthese individuals may be obtained is called anavailability forecast.SURPLUS OF EMPLOYEES FORECASTEDWhen a comparison of requirements and availability indicates a worker surplus will result, restricted hiring,reduced hours, early retirements, or layoffs may be required to correct the situation.•Restricted HiringWhen a firm implements a restricted hiring policy, it reduces the workforce by not replacing employees wholeave.

Steps Involved in Job Analysis

Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. It is a process of collecting information related to various aspects of the job. The main purposes of conducting job analysis are to prepare a job description and job specification which in turn helps to hire the right quality of workforce into the organization.

It collects and analyses the information associated with job description and specifications. Following steps are involved in job analysis:

1. Information Collection

This is the first step of job analysis under which required information related to various aspects of jobs are collected. Probably the most important consideration is to identify the objectives of the job analysis. Information is obtained through different methods such as interview, observation, questionnaire, critical incidents etc. It is associated with the preparation of plans and programs and assignment of responsibilities to the concerned person.

1. Review Background Information

This is the second step of job analysis process under which the previously collected information is reviewed to design organizational charts, current position descriptions and specifications, procedures, manuals and process charts. These help in the detailed assessment of job.

1. Selection of Representative Position to be Analyzed

Analyzing all jobs at a time is a complex and costly affair. So, only a representative sample of jobs is selected for the purpose of detailed analysis. Under it, the job analyst investigates to determine which organization managers or employees require job analysis. He should also determine for what purpose the job must be analyzed.

1. Analysis of Job by Collecting Data

Under this step of job analysis process, a job analyst obtains the data and information related to the selected jobs. The information is collected on the job activities, required employee behaviors, working conditions, human traits and qualities, abilities to perform the job and other various dimensions of the job. Data can be collected either through questionnaire, observation or interviews.

1. Develop Job Description

In this step of job analysis, a job description schedule is developed through the information collected in the above step. This is the written statement which describes the prominent characteristics of the job along with duties, location, and degree of risk involved in each job.

1. Develop Job Specification

Developing the job specification is the last step of job analysis process under which a detailed specification statement is prepared showing the minimum requirement of each job. It consists of a requirement of the job holder for successfully performing the job. A job specification summarizes the personal qualities, traits, skills, knowledge, and background required to perform the specific task. It also involves the physical and psychological attributes of the incumbent.

Information Source:

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