The Basic Needs of the Job and Education Needed To Perform the Job with the Help of Job Analysis - Research Paper Example

Human Resource Management I Contents Human Resource Management I 1 Contents 1 Introduction 2 Background of the Study 2 Problem statement 2 Objective 3 Significance 3 Literature review 3 Research methodology 5 Research design 5 Study population 5 Sampling procedure 6 Instrumentation 6 Scale validity and reliability 7 Data collection procedure 7 Data analysis 7 Discussion on the nature of job analysis 8 Reference 9 10 Introduction Background of the Study Job analyses entail the entire procedure through which the duties, positions and characteristics of the people to be hired in the organizations are determined. It is especially required for developing the job description and detailing about the job specifications. Every job needs some specific skill, knowledge, experience and some sort of educational and vocational training so that the tasks can be performed well. The nature of job analysis is to identify the requirements for building up the job description and job specification. Job analysis helps to locate the bets suitable employee for a particular job. Thus job analysis bridges the gap between what types of human resource in needed and what type of human resource is available which can be allocated with the best suitable jobs. Problem statement In an organization one of the most important resources is the human resource, whose efficiency is utmost important for every organization. Human resource efficiency can be achieved if the right type of employee is allocated with the right type of job and is given the right type of working environment for performing the job. Thus the main problem the organization faces is to allocate the employee to the best suitable job. This research is aimed at finding out the way in which the jobs are allocated to the employees who have the right skill and ability to perform that job. Objective The objective of the research is to identify the basic needs of the job and the requirements in terms of skills and education needed to perform the job with the help of job analysis. Significance This study will help to identify the basic needs of the job including the tasks to be performed and the specific training and skills required to perform the job efficiently and effectively. This will help the organization to attain operational efficiency and will also help to identify the factors in which the employees can be motivated. Literature review Job analysis can be defined as a systematic process which is used to collect information about the different aspects of job these aspects which are work related. The information collected while analyzing the various aspects of a job can be used for job description and job specification. The information collected while performing job analysis highlights the activities the workers perform while doing a job, the equipments which are mainly used by the worker while performing the job, the environment in which the worker is working etc (Gatewood, Field and Barrick, 2010, p.245). Job analysis is an important tool to collect information about the nature of the job. This information helps the manager to differenti8ate one job from the other. The information thus collected involves information about the ability of the worker, supervision and guidance provided to the employees to perform a specific job, financial aspects of the job, budgets allocated to the wok , the performance standards used to appraise the workers performing the specific job etc. Job analysis helps in human resource planning in a continuous way and also helps to create employment opportunities (Sims, 2002, p.74). Job analysis is done in two levels namely conceptual level and operational level. In conceptual level the activities to be performed in a job are identified and the different capabilities are also identified by the managers. The activities to be done while performing a work help to describe the job in terms of tasks to be made and duties to be performed. By identifying the psychological capabilities the manager can specify the job and allocate them to the workers as per their knowledge and other skills. Thus the job analysis is done on the basis of three inferences namely job description inference, job specification inference and operational inference. In a research done on the validity of the job analysis it has been found that there is not specific model to test the validity of the job analysis but to some extent it is fruitful in achieving the objective of the analysis (Morgeson and Campion, 2000, p.828). In an another research done on checking the “potential inaccuracy in job analysis” it has been found that there are many limitation of job analysis due to order and contrast effect, halo effect, leniency, severity etc but still all job analysis are not error prone activities if they performed without being affected by psychological process. Job analysis provides the base of all human resource activities (Morgeson and Campion, 1997, p.648). Thus job analysis is a very crucial part of human resource activity and should be done without being affected by any of the limitations which can affect the accuracy and the benefit of job analysis. Job analysis helps the management to improve the efficiency of the work force and also helps in recruit the suitable employees in the jobs. All the researches done in the field of job analysis specifies that job analysis is a very important activity if the organization and thus it should be done with utmost care. Research methodology Research design Research design consists of the work plan and how the work needs to be completed. In this case, since a number of small cases occurring at the workplaces would be studied, the research would employ flexible and qualitative research designs. This type of research design is particularly used for studying cases of individuals, organizations, groups and situations. The contribution of job analysis towards human resource management of a manufacturing firm would be studied using several different cases. This would be done using both observation method and the questionnaire method. Analysis of the cases would be primarily directed towards testing the hypothesis that job analysis has a favorable contribution towards the management of human resource in the organization. Study population The population that will be chosen for the research would be the human resource management team of the organization. Out of this a group 40 members would be chosen as the sample. 20 members would be HR managers in the company as they are directly associated with the development of HR strategies and policies. 20 members would be Assistant HR Managers, because they are also indirectly related with the development of such policies and procedures and implementing them in the organization. The reason for choosing this sample is because their main function is to verify the impacts of HR policies on the productivity of the organization. Sampling procedure In this research, probability sampling would be used in order to ensure that the various units in the population have equal chance of being chosen. Since the sample that would be chosen for the study would comprise of 20 HR Managers and 20 Assistant HR Managers, probability sampling is considered to be accurate as it would not disturb the composition. In probability sampling, simple random sampling can be used for ensuring that each member has equal chance of getting selected in the sample that its chance of not getting selected in not zero. Instrumentation The survey method would be used for studying the sample. This would necessarily be done by preparing a questionnaire consisting of both open and close ended questions and distributing them among the sample selected. The survey method is the most commonly used method of gathering information or collective view about an issue or problem. This case, the comprehensive view of the entire HR management team would reflect through the survey done on the selected sample. The five-point Likert scale would be used for collecting the data as it is commonly used for surveys done using questionnaires. The Likert scale would depict the samples’ positive or negative response to any statement. The typical form of such a scale would be as follows; Strongly disagree, Disagree, Neither agrees nor disagrees, Agree, Strongly agree. Scale validity and reliability The Likert scale has been particularly effective in measuring attitudes (favorable or unfavorable) towards issues. It particularly gives the extent of satisfaction or dissatisfaction of individuals on a particular subject. Likert scales are particularly reliable as a measuring instrument of human judgment (Bucci, 1975). Data collection procedure The data would be generally collected through the survey method using the questionnaire method. The questionnaires consisting of both open and close ended questions would be distributed among the sample chosen. The responses of each individual would be gathered in the questionnaire. However, the open ended questions would be asked individually to all members. In this method, the interviewee would use observation techniques to study the behaviors and attitudes of participants in the survey. In case participants are hesitant to provide their opinions about a question, it would be the responsibility of the interviewer to convince him and get the correct and accurate response on the question. Data analysis The data collected in the research and findings would be put to analysis in order to arrive at a conclusion. The data collected would be subjected to statistical analysis, such as the proportion of respondents who are found to be in favor of a particular issue, or the proportion of respondents who has an unfavorable opinion about an issue. In this research techniques would also be employed to find respondents’ views and opinions o subjects and their suggestions would be considered for improvement. Discussion on the nature of job analysis The nature of job analysis has already been discussed in the research proposal. One of the main features of job analysis is to develop job description and job specification. For example a fashion house wants to expand in kids wear section and hence have to recruit employees for the new division. The job analyst will first conduct a study on the type of activities to be done in each job to be performed in the new division. The type of activities may include designing outfits for the target age group, type of stitching required, sewing machines to be installed in the new division and machines to be installed to fit the other accessories of the outfits. The job analyst will collect these data by interviewing the creative head, the engineers and the existing employees who does the stitching work. The job analyst will meet the present workers and discuss on the time required manufacture a finished product and the steps followed to perform a particular work. The job analyst will conduct a survey on the process of designing and manufacturing an outfit. This will enable the job analyst to identify the specific tasks to be done in a job in the new division. Once this is done the job analyst will meet the creative heads and the designers to collect information on the skills and experience required to perform a specific job. Once all these information are collected the job analyst will report the managers about the different positions to be filled in the new division and the essential skills and qualifications needed by the eligible candidates to fill up those positions. Once the HR manager has this information he will start the internal and external recruitment process to fill up the available job position in the new division. Thus job analysis helps the organization in human resource planning and helps to attain operational efficiency. Reference Bucci, H. P. (2003). The value of Likert scales in measuring attitudes of online learners. Retrieved on October 24, 2011 from http://www.hkadesigns.co.uk/websites/msc/reme/likert.htm. Gatewood, R. Field, H.S. and Barrick, M. (2010). Human Resource Selection 7th ed. USA: Cengage Learning. Sims, R. R. (2002). Organizational success through effective human resources management. USA: Greenwood Publishing Group. Morgeson, F. P. and Campion, A. M. (2000). Accuracy in job analysis towards inference based model. Retrieved on 24 October, 2011. from http://www.krannert.purdue.edu/faculty/campionm/Accuracy_Job_Analysis.pdf. Morgeson, F. P. and Campion, M. A. (1997). Social and Cognitive Sources of Potential Inaccuracy in Job Analysis. Retrieved on 24 October, 2011. from https://www.msu.edu/~morgeson/morgeson_campion_1997.pdf. Read More