The very first step to the process is
when a vacancy arises in any organisation.
Why the vacancy has arisen?
Perhaps the previous employee left
due to problems in the business?
Another Job offer? Whatever it is the
organisation needs to fill the position whether if its promoting from within to
allow other colleagues to further their career paths to make them
stay longer or recruitment people outside the organisation.
Before getting approval and advertising
the job, the HR has to take time and consider the role, what job analysis is a systematic procedure for obtaining
detailed and objective information about the job, before it is advertised and
filled, giving the opportunity to tailor it to what is currently required.
Questions asked:
- What tasks did the previous employee carry out
- What level were their tasks
- Are there any other tasks that need to be
added to the role
- Working hours, Part-time or Full-time
These are just the few questions what
would asked when a vacancy arise, once known what they want employees to
do is a fairly basic requirement and most businesses now have defined job
descriptions in place for every position. Job descriptions also play an important role in managing employee performance because how can employers ever measure an employee’s contribution if they haven’t clearly outlined to them what they are
supposed to do? They can also be used in training and development to help identify individual training needs.
Reference
Job Analysis (2011), HR for Employee, Online- https://www.jobsetc.gc.ca/eng/pieces1.jspcategory_id=2802&root_id=2801
What is job analysis, (2012), Business Dictionary, Online- http://www.businessdictionary.com/definition/job-analysis.html
This is good Jammal, planning and forecasting is a big part of the HRM role. It would have been good to have seen you identify the consequences of them not thinking about the questions you have posed. This would have made a great discussion within your blog.
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