Human Resources Management Part -3
Human Resources Management-Job Analysis
Human Resources Management is the part of management function which is concern with people at work and with their relationship within an enterprise” – Institute of personnel & Development (formerly Institute of Personnel Management), U.K
Human Resources Management is the part of the organization that is concerned with the ‘people’ dimension. Human Resources Management deals with human relations of an organization starting from recruitment to management. Any Organization is the most important part of Human Resources Management It is a process of acquisition, development, motivation, and maintenance of human resources of an organization. Previous I discuss Human Resources Management part-1 in Bangladesh function of Human Resources Management and fundamental of Human Resources Management in Bangladesh now I discuss this part -3 Job Analysis in Bangladesh Modern Concept.
Human Resources Management:
Steps for Conducting the Job Analysis:
There are several steps involved in conducting the job analysis. Let’s look at how this is done understand the purpose of conducting the job analysis before embarking on a job analysis. One must understand the nature and purpose of conducting the investigation. Recognize that job analysis serve a vital purpose in such Human Resources Management activities as recruiting, training, setting performance standards, evaluating performance, and compensation. In fact, nearly every activity in Human Resources Management revolves around the job analysis.
Understand the role of jobs and values in the Organization: Every job in the organization should have a purpose. Before conducting the job analysis, one must understand the linkage that the job has to the strategic direction of the organization. In essence, one must answer why the job is needed, if an answer cannot be determined, then may be the job is not needed.
Benchmark Positions: In a large organization, it would be impossible to evaluate every job at one time. Accordingly, by involving employees and seeking their input, selected jobs can be chosen based on how well they represent other, similar jobs in the organization. This information, then, will be used as a starting point in later analysis of the other positions.
Determine how you want to collect his job analysis information: Proper planning at this stage permits one to collect the data desired in the most effective and efficient manner. This means developing a process for collecting the data. Several combined methods – like structured questionnaires, group interviews, and technical conference- should be used. Select the ones; however, the best meet your job analysis goals and timetables.
Seek Clarification, Wherever Necessary: Some of the information collected may be entirely understood by the job analysis. Accordingly, when this occurs, one must seek clarification from those who possess the critical information. This may include the employee and the supervisor. Failure to understand and comprehend the information will make the next step in the job analysis process – writing the job description – more difficult.
Human Resources Management:
Develop the First Draft of the Job Description: Although there is no specific format that all job description follow, most include certain elements. Specifically, a job description contains the job title, a summary sentence of the job’s main activities, and working condition. The last paragraph of the job description typically includes the job specification, or those personal characteristics the job incumbent should possess to be successful on the job.
Review draft with the job supervisor: Ultimately, the supervisor of the position being analysis should approve the job description. Review comments from the supervisor can assist in determining a final job description document. When the description is an accurate reflection, the supervisor should sign off, or approve the document.
Also Visit this site>> HRM in Bangladesh
More information to visit this site >> Human Resources Management part-2
Reference by: Human Resources Management, by Adv. S.A. Huq