3CJA Contributing to the Process of Job Analysis

3CJA Contributing to the Process of Job Analysis

At the foundation level, a course unit covers contributing to job analysis. In this chapter, you will learn about HR concepts such as job analysis and job design. A job analysis is a process of determining the job requirements of an available position. In HR, job analysis involves identifying people’s characteristics based on their skills and experiences, which should help them perform specific tasks in the organisation.

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Unit Content

The purpose and principles of job analysis should be understood by students studying 3CJA. In an organisation, one of these factors determines which candidate is selected to perform specific tasks. As part of the recruitment and selection processes, HR professionals develop job specifications.

In addition, job analyses allow recruiters to identify a candidate’s qualifications, experience, skills, and other accomplishments that make them ideal for a job opening. Additionally, job analysis examines the salary range, bonuses, and other incentives provided to employees to promote their performance.

In the field of human resources, people professionals work to examine various types of job analysis in order to determine whether a candidate is qualified for the position or not. Interviewing is one of the job analysis methods in which a candidate engages in a one-on-one conversation with the interviewer.

In an interview, the interviewer asks about the candidate’s responsibilities, experiences, and ability to perform the role. As part of the interview, a candidate is evaluated for their potential and ability to meet the desired outcomes of the available job position per the organisation’s goals and objectives. Additionally, job analysis through interviews helps employers and HR determine candidates’ ability to communicate and engage socially.

The second method used to obtain information from candidates is the questionnaire. Different questions are asked to assess each candidate’s suitability for a particular job.

According to the job analysis, the candidates’ responses determine their suitability for the position. As a second method of job analysis, the analyst observes the candidate to gain first-hand information.

How Job analysis fits in HR professional area

Different kinds of jobs within the organisation require different kinds of outputs. Therefore, job analysis is impacted by several factors that influence the collection of data relevant for HR professionals when thoroughly examined. CIPD, for example, identifies external, organisational, human, motivational, and growth factors when developing a job profile (job description and person specification).

In order to develop a professional job profile, an analysis of the labour market is necessary to determine whether the market is tight or loose and significant developments that determine an employee’s performance.

Among the organisational factors are the workflow in the organisation and the tasks assigned to the employees after they are hired and inducted into the organisation.

In creating a job description and person specification, ergonomics determine if tasks can be performed by people with disabilities, workloads, and the impact on candidates and work-life balance. In addition, personnel professionals use these factors to determine if a task would be stressful to specific workers and determine whether they should try it.

Finally, in maintaining highly satisfactory jobs, motivational and growth factors include autonomy and HR engagement. Likewise, it determines a candidate’s potential for career growth, development, and advancement.

Learning outcomes

After completing the 3CJA Unit, students should;

  • Demonstrate a clear understanding of how job analysis works, its purpose and methods.
  • Understand the value of job analysis to organisations and HR.
  • Contribute to the job analysis process by developing the job description and person specification documents for an open job position.

Unit suitability

The 3CJA unit is appropriate for learners who;

  • Have an interest in HR but don’t know where to start
  • Have already started working in a people management role and wish to improve their skills and knowledge to fulfil their responsibilities effectively
  • Taking part in decisions regarding HR & L&D
  • Have completed different job analysis activities in the workplace, including the construction of job specifications, the selection of employees, and the evaluation of job performance.

Summary and assessment

The facilitator will guide 15 of the learning hours, and the students will have 15 on their own. When learners complete the course, they will be tested to see if they understand the unit learning objectives.

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