Britam Company Job Analysis - Case Study Example

Britam Company Job Analysis Name: Institution Britam Company Job Analysis INTRODUCTION   Job analysis entails the identification and determination of the requirements of a particular job, the duties involved and also to know who best suits a particular task. It is majorly about the job rather than the person. Wilson (2012) states that through job analysis employers get to understand the tasks required for a certain job, the right people to perform those tasks in accordance to their qualifications and how the task and the workers are connected. Britam Company has embarked in conducting job analysis in order to boost operations in the company. Job analysis is a process that is broken down into specific aspects in order to attain the main objective, these categories include: job evaluation, job description and job specifications. Job Evaluation     Job evaluation entails a systematic way used to determine the value of a given job as compared to various jobs found in an organization (Roughton & Crutchfield, 2008). Britam Company chose to establish a job evaluation program in order to assess the worth of every job in the company, the main reason that drove them to conduct this program was in order to come up with a rational pay structure that is fair to all the company workers. The company classified the jobs as per the categories of hierarchy, the various hierarchy constitute of a job description or title.     In order to evaluate a given job and come up with the appropriate structure, Britam company considered factors such as the skills various workers had in relation to the jobs, responsibilities demanded by every job in the company and the working conditions in which the worker perform their duties. Evaluation also entailed methods such as job ranking and job grading. I the end of the job evaluation, all the factors that are compensable are always weighted, the numerical total value is obtained and a given grade assigned, this is categorized in terms of minimum, midpoint and the maximum wage (Oelz, Olney & Tomei, 2013). Britam Company used this system in order to come up with the basis of wage and salary negotiations. Compensation After job evaluation, compensation is always done in order to determine which worker gets what in terms of their contribution to the company. Compensation entails the total amount of monetary and non-monetary pay which is given to an employer by the employee upon completion of the work done as required (Roughton & Crutchfield, 2008). Britam Company chose to establish a structure in which compensation of various employees will be based on considering various factors; one of the key factors considered include the contribution of an employee and the accomplishments made, availability of employees with similar skills in the market place and how profitable the company is or the funds available which determines the availability of the company to pay market rate compensation. Employees receive compensation in terms of income, medical care or other benefits. These benefits are claimed as a right by the employees or their dependants. The amount paid as compensation basically depends on the employee’s salary and usually has got a given maximum amount. Job Description     Job description is an integral aspect in job analysis. It is a general written down information concerning a certain job. The details generally include duties, purpose, scope of work and the working conditions of a given job (Pynes, 2009). Britam Company chose to have a clear job description concerning all the tasks performed in the organization so as to ensure the employees understand their duties and responsibilities, the importance of every duty in the company and how all the positions contribute to attaining the objective of the company.     A good job description is aimed at contributing to the effectiveness of the company by ensuring that the work carried out in the company aims at attaining the objectives of the company and helps the management to identify the right employee for a particular task (Martin, 2010).     In the development of the right job description, Britam Company engages in identifying the values which should be reflected by all the members of staff. Establishment of the tasks to be performed by the employees is also used by the company to establish the right job description. The various tasks performed by workers are grouped into productive jobs. The experiences needed, skills and qualifications for various tasks is also stated in the job description considering the working conditions and physical requirements needed, this is done by the company to ensure the right personnel are assigned the right tasks hence better service delivery. The various considerations are then written down or updated if earlier existed. Performance appraisal Performance appraisal is an important aspect of job analysis and description, it is a systematic evaluation of an individual with respect to his or her performance in a given job and the potential of the individual to grow and develop further (Manser, Cumberland & Barry, 2015). Through performance appraisal, Britam Company aims at maintaining records which will help during the determination of compensation packages, identifying strength and weakness of the employees in the organization and assessing the potential growth of a given employee, this helps indecision making such as promotions. Britam company uses performance appraisal as the basis of analyzing employee development, selection validation which helps to shape future employee selection methods if necessary. It also helps to create motivation to both the employees of the company and the workers. In order to establish the right performance appraisal method, Britam company management used various processes. Objectives definition of appraisal was considered, the expectations of a specific job were also analyzed and a design program created. The performances were appraised and performance interviews conducted, various data were also analyzed and the opportunity variables identified. Job Design     Job design entails the combination of responsibilities and duties into jobs which help to improve the effectiveness of the organization and also to satisfy the employees. Britam Company developed a job design specifically for the stated reasons (Lombardi & Pynes, 2011).     In order to come up with the appropriate job design, the contribution of the job to attaining the goals of the organization was considered. The company also analyzed the possibility that the duties grouped together could require complementary skills or not, it was also considered if the tasks grouped together made sense for the correct workflow at the individual or organizational levels or not. Some of the ergonomic factors to take into account during the grouping of tasks were also considered. Designing of a given job entailed the various characteristics of that job such as; skill variety, this is the degree to which a given job involves more than one task or skill. Task identity is also a characteristic to consider and involves the degree to which a given job requires completion; task significance entailed the degree to which a given job is of importance to the organization. Autonomy is also considered, this involves how independent a given job is and the discretion which a given employee has in completing his or her job. With these factors in mind, the right job design was achieved by the company (Holtsnider & Jaffe, 2007). Training     Through job description, the company was able to identify the areas where various employees did not adequately meet the qualifications for those tasks. There was therefore a necessity to train the employees in order to ensure a quality and competent staff. Job Specification     According to Bender (2008), Job specification entails a statement of an employee’s characteristics and the qualification that are required in order for one to perform defined tasks of a specific job. It is through job analysis that an organization arrives at various job specifications. Job specification is the basis of job description, this enables interested individuals to analyze whether they are qualified for a particular task or not.     Britam Company uses job specifications to analyze whether a given candidate is eligible to be granted a particular job by the recruitment team. It gives detailed information which entails the responsibilities, skills and the ability to perform a certain task. Upon having the right job specification, Britam Company is able to select the most appropriate candidate for a particular job. Job Selection     It is an aspect of job specification. Job selection entails the screening of applicants in order to ensure that the most qualified or appropriate candidate is hired.     First step in job selection entails reviewing the information provided by the applicants concerning their qualification. The ones who meet the minimum qualifications are selected first. Britam Company uses interview process while conducting job selection, this provides a platform to meet the applicants personally and also analyze their social or communication skills apart from the minimum qualification. Job Placement     This is the final step in attaining a qualified employee for a particular task. Once selection has been done, the highest qualified or the most appropriate individual is recruited for the job at hand. Upon identification of the required candidate, he or she is then assigned to that particular task and given all the necessary requirements in order to start the job. The rules governing the job are provided and also an orientation to the work is done to the candidate. CONCLUSION     Britam Company is determined to employ the best personnel in the various tasks in order to enhance production and service delivery. Provision of the right environment and ways of ensure the workers are motivated and satisfied with their working environment is also necessary for the success of the company. Job evaluation, job description and job specifications are important factors that determine workers satisfaction, smooth flow of the company’s operations and hiring of the right personnel, it is through these considerations that individuals get to know their responsibility that is both the management and the workers.  Following the right procedure in terms of job analysis is there is assurance of smooth flow of work in the company. This is crucial towards attainment of the company’s objectives.                                                            References Bender, S. (2008). The analysis of firms and employees. Chicago: University of Chicago Press. Holtsnider, B., & Jaffe, B. (2007). IT manager's handbook. Amsterdam: Boston. Lombardi, D., & Pynes, J. (2011). Human Resources Management for Health Care Organizations. Hoboken: John Wiley & Sons. Manser, M., Cumberland, N., & Barry, N. (2015). Management in 4 Weeks. London: Hodder & Stoughton. Martin, C. (2010). Perfect phrases for writing job descriptions. New York: McGraw-Hill Professional. Oelz, M., Olney, S., & Tomei, M. (2013). Equal pay. Geneva: International Labour Office. Pynes, J. (2009). Human resources management for public and nonprofit organizations. San Francisco, CA: Jossey-Bass. Roughton, J., & Crutchfield, N. (2008). Job hazard analysis. Amsterdam: Elsevier/Butterworth-Heinemann. Roughton, J., & Crutchfield, N. (2008). Job hazard analysis. Amsterdam: Elsevier/Butterworth-Heinemann. Wilson, M. (2012). The handbook of work analysis. New York: Routledge. Read More

Employees receive compensation in terms of income, medical care or other benefits. These benefits are claimed as a right by the employees or their dependants. The amount paid as compensation basically depends on the employee’s salary and usually has got a given maximum amount. Job Description     Job description is an integral aspect in job analysis. It is a general written down information concerning a certain job. The details generally include duties, purpose, scope of work and the working conditions of a given job (Pynes, 2009).

Britam Company chose to have a clear job description concerning all the tasks performed in the organization so as to ensure the employees understand their duties and responsibilities, the importance of every duty in the company and how all the positions contribute to attaining the objective of the company.     A good job description is aimed at contributing to the effectiveness of the company by ensuring that the work carried out in the company aims at attaining the objectives of the company and helps the management to identify the right employee for a particular task (Martin, 2010).

    In the development of the right job description, Britam Company engages in identifying the values which should be reflected by all the members of staff. Establishment of the tasks to be performed by the employees is also used by the company to establish the right job description. The various tasks performed by workers are grouped into productive jobs. The experiences needed, skills and qualifications for various tasks is also stated in the job description considering the working conditions and physical requirements needed, this is done by the company to ensure the right personnel are assigned the right tasks hence better service delivery.

The various considerations are then written down or updated if earlier existed. Performance appraisal Performance appraisal is an important aspect of job analysis and description, it is a systematic evaluation of an individual with respect to his or her performance in a given job and the potential of the individual to grow and develop further (Manser, Cumberland & Barry, 2015). Through performance appraisal, Britam Company aims at maintaining records which will help during the determination of compensation packages, identifying strength and weakness of the employees in the organization and assessing the potential growth of a given employee, this helps indecision making such as promotions.

Britam company uses performance appraisal as the basis of analyzing employee development, selection validation which helps to shape future employee selection methods if necessary. It also helps to create motivation to both the employees of the company and the workers. In order to establish the right performance appraisal method, Britam company management used various processes. Objectives definition of appraisal was considered, the expectations of a specific job were also analyzed and a design program created.

The performances were appraised and performance interviews conducted, various data were also analyzed and the opportunity variables identified. Job Design     Job design entails the combination of responsibilities and duties into jobs which help to improve the effectiveness of the organization and also to satisfy the employees. Britam Company developed a job design specifically for the stated reasons (Lombardi & Pynes, 2011).     In order to come up with the appropriate job design, the contribution of the job to attaining the goals of the organization was considered.

The company also analyzed the possibility that the duties grouped together could require complementary skills or not, it was also considered if the tasks grouped together made sense for the correct workflow at the individual or organizational levels or not. Some of the ergonomic factors to take into account during the grouping of tasks were also considered. Designing of a given job entailed the various characteristics of that job such as; skill variety, this is the degree to which a given job involves more than one task or skill.

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