Challenges of the Job Analysis Process
Mary Ballard-Truss
Professor Carlos Jon
Human Resource Management 590
22 September 2013
Challenges of the Job Analysis Process
With internal and external factors such as budgetary constraint, technological advances and demographics are making it more challenging for Human Resource Management. Companies as well colleges and universities are finding it more difficult to forecast and plan for the future. With the help of HR strategies and methods companies are able to utilize available resources to recruit and hire suitable candidates. Human Resource professionals’ development methods for posting vacancies, developing and implementing recruitment strategies, identifying and selecting candidates, assuring all pre-employment requirements are met, and confirming job offers. Since a large number of applications are received each year, it is impossible to interview of all applicants by Human Resources Department. However, all applications are reviewed and applicants whose qualifications and experience seem most appropriate to the opening for which they have applied are generally selected for screening interviews with the Office of Human Resources or the hiring department. This process is where forecast, planning, job analysis and human resource strategies are crucial when creating a strong workforce.
Impact Of Job Analysis On Job Performance: Analysis of a Hypothesized Model found in the Journal of Diversity Management.
This study was based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized model linking HR importance of job analysis with employee job performance.
The study concluded that the Human Resource Management must develop better tools to measure the effectiveness of the job analysis process. The job analysis process is not a singularly a
Professor Carlos Jon
Human Resource Management 590
22 September 2013
Challenges of the Job Analysis Process
With internal and external factors such as budgetary constraint, technological advances and demographics are making it more challenging for Human Resource Management. Companies as well colleges and universities are finding it more difficult to forecast and plan for the future. With the help of HR strategies and methods companies are able to utilize available resources to recruit and hire suitable candidates. Human Resource professionals’ development methods for posting vacancies, developing and implementing recruitment strategies, identifying and selecting candidates, assuring all pre-employment requirements are met, and confirming job offers. Since a large number of applications are received each year, it is impossible to interview of all applicants by Human Resources Department. However, all applications are reviewed and applicants whose qualifications and experience seem most appropriate to the opening for which they have applied are generally selected for screening interviews with the Office of Human Resources or the hiring department. This process is where forecast, planning, job analysis and human resource strategies are crucial when creating a strong workforce.
Impact Of Job Analysis On Job Performance: Analysis of a Hypothesized Model found in the Journal of Diversity Management.
This study was based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized model linking HR importance of job analysis with employee job performance.
The study concluded that the Human Resource Management must develop better tools to measure the effectiveness of the job analysis process. The job analysis process is not a singularly a
Cited: Stetz, Thomas A., Scott B. Button, and W. Benjamin Porr. "New Tricks for an Old Dog: Visualizing Job Analysis Results." Public Personnel Management 38.1 (2009): 91-100. Business Source Complete. Web. 22 Sept, 2013.