Blog 03- Importance of Job Analysis in the Recruitment Process

Importance of Job Analysis in the Recruitment Process

An important part of the human resource management is the recruitment process. Recruitment is a process that offers a company with a pool of qualified job applicants from which to choose. Before recruiting, companies must first develop proper staffing strategies and predictions to determine how many people they will need. The estimate will be based on the organization's annual budget as well as short- and long-term goals, such as expansion plans. The organizational life cycle will also be taken into account.

Factors consider at developing proper staffing strategies

•         Internal factors

•         Budget constraints

•         Expected or trend of employee separations

•         Sales increases or decreases

•         Production levels

•         Global expansion plans

 

•         External factors

•         Changes in technology

•         Changes in laws

•         Unemployment rates

•         Shifts in population

•         Shifts in urban, suburban and rural areas

 

 

Based on this information, when a job opening occurs, the HRM professional should be ready to fill that position.

 

Recruitment process








Job Analysis
 

The job analysis is a formal system developed to determine what tasks people actually perform in their jobs. The purpose of a job analysis is to ensure creation of the right fit between the job and the employee and to determine how employee performance will be assessed

 

Centrality of Job Analysis

Source: Adapted from J. Ghorpade (1988). Job analysis: A handbook for the HR director.
Englewood cliffs, NJ: Prentice Hall, p. 6



 

 Types of job analysis

 

Task based

·         Obligation to perform certain task and duties

Competency based

·         Individual capabilities that can be linked to enhance the performance of teams

·         It has two components

§  Technical

§  Behavioral 

 

Collecting information on jobs is the first stage in constructing a compensation structure based on jobs. This is what job analysis is for. A job description is the end result of this data collection and analysis. This paper is relevant for practically all Human Resource functions, not just wage structure development.

 

References

Amtrong, M., 2006. A Handbook of Human Resource Management Practice. 10 ed. London and Philadelphia: KoganPage.

Anon., n.d. info.eri@erieri.com. [Online]
Available at: https://www.erieri.com/dlc/onlinetextbook/job-analysis
[Accessed May 2022].

 

Comments

  1. Chandima DilshanMay 7, 2022 at 10:41 PM

    Good topic you were shared with us. Job analysis is very imported part of the process & as well as KPI monitoring. good explanation & good luck

    ReplyDelete
  2. Venushka BandaranayakeMay 7, 2022 at 11:55 PM

    It is important for an organization to analyze a particular job before recruiting people. From that, the employer can find the most suitable person for the job. Good Luck.

    ReplyDelete
  3. Wasantha Channa Jayasekara (22014837)May 8, 2022 at 11:09 AM

    As discussed, Job analysis is a crucial stage in ensuring the best candidate is chosen. The employer can use job analysis to help with recruitment and selection, performance management, remuneration and benefits, and so on. It provides employees with a clear understanding of what is expected of them. Good Article Pathum.

    ReplyDelete

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