Job Analysis - Human Resource

Nowadays, human resource managements play an important role in the modern enterprises. However the Job Analysis is the cornerstone of human resources management, because Job Analysis has basic functions of human resources management, it is the beginning of the work of human resource management activities (Cascio 2005). This paper discusses the purpose and application of Job Analysis for HRM in different activities such as recruitment, training and performance evaluation.

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job (Fine, et al. 1999). The main outcome of the Job Analysis process is a position description. As important information, position description reports to the HRM manager not only job detail, job duties, but also reflected accurately in any personnel specifications. It helps to support human resource management activities as recruitment processes, training and performance appraisals. A position description consists of the job description and job specification. The job description describes a job by detailing the tasks to be performed, equipment used, conductions under which the works is to be carried out and the standard to which tasks are to be performed. A job specification describes the type of person that would be best suited to the job, and the knowledge, skill, abilities, attitudes, experience and qualifications they would need to perform the job((Dessler, et al. 2007).

Recruitment is a crucial part of human resource management which enterprises can not escape in their works. In order to the future development and enhance their core competitiveness of companies, the HRM are looking for highly qualified and committed individual to fulfil the challenging position. However, the aim for recruitment and personnel selection is to identify and employ the most suitable candidates. A Job Analysis is important to any organization because they help place the right people in the right job (Dessler 2008). Firstly, Job Analysis clarifies work functions, give a list of what the job employees involves and help them understand their own jobs. On the other hand, the information obtained from the Job Analysis can contribute to defining the selection criteria (for example, necessary knowledge, skills and ability for successful implementation of some tasks) for the organization. Through Job Analysis, it can be developed