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239395016383002030095984250Lerato ntshallaHuman Resource Management: COHM111Acenter850009088120April 19, 2019 1000000April 19, 2019 Table of contents: TOC o “1-3” h z u Table of contents: PAGEREF _Toc6216987 h 1Question 1 PAGEREF _Toc6216988 h 2The value and use of job analysis in companies: Essay PAGEREF _Toc6216989 h 2Analysis on how Tesco uses job description and job specification in its operation: PAGEREF _Toc6216990 h 3Question 2 PAGEREF _Toc6216991 h 3Organogram: PAGEREF _Toc6216992 h 3Job analysis method: PAGEREF _Toc6216993 h 3Job design PAGEREF _Toc6216994 h 4Job rotation: PAGEREF _Toc6216995 h 4Job enlargement: PAGEREF _Toc6216996 h 4Job enrichment: PAGEREF _Toc6216997 h 4Question 3 PAGEREF _Toc6216998 h 4Internal and external sourcing: PAGEREF _Toc6216999 h 4Using advertisements: PAGEREF _Toc6217000 h 5Selection process: PAGEREF _Toc6217001 h 5Analysis on the recruitment and selection methods used in Tesco: PAGEREF _Toc6217002 h 5Bibliography PAGEREF _Toc6217003 h 7Question 1The value and use of job analysis in companies: EssayIn this topic I’ll be discussing my research about the value and use of job analysis in companies.
Job analysis is understood as the analysis of job- related activities in the organization.
It is performed upon current jobs only which contain job contents and the skill requirement improvise the specific task. It involves a formal study of jobs which is necessary in determining the duties and the nature of the job in the organization. Companies from all over the country benefit from the job analysis procedure for example, Pearson Institute of Higher education uses the procedure to find and select the most suitable lectures for acquired courses. The candidates must meet the job requirements in order to be lectures at this institute.Job analysis is a very fundamental function of Human Resource, which is related with many activities of Human Resource Management. According to Abbey Francis (Francis, 2010), an article blogger, he wrote that theoretically speaking, job design, job analysis, job descriptions and job specifications and are all around work to be, but from the company’s current situation, the design work than not to change, the only way is indeed feasible that using job analysis can achieve job enrichment and purposes of diversification. Job analysis consists of two parts: the job description and statement of work which is also called job specification. Through analysis of the work input, work transformation, work output, work characteristics, job resources, work environment history, and result the arrangement of job analysis- job specification. The work of identifying information includes job specification, job summary, job obligations and responsibilities and information of qualification criteria, which facilitate the use of functions for other human resource management.Job analysis is the basis for human resource management, the quality of its analysis for module of other human resource management has a profound influence. Almost all the human resources plans or programs need to get certain types of information through the work analysis, it impacts management of human resources in the following areas:Recruitment and selection- the job entails, and human characteristics are required to perform these activities and it helps managers decide what sort of people to recruit and hire.Employment Equity Opportunity- job analysis is crucial for validating all major human resources practices.Performance Appraisal- managers use job analysis to learn about the performance and duties of the standards required.Training- the job description entails the job’s specific duties and required skills-therefore pinpointing what training the job requires.Job design- job design distinguishes what work must be performed, how it will be done, where it is performed and who will perform it. CITATION GAR16 l 1033 (DESSLER, 2016)Organisational structure and design- Job analysis data is invaluable in determining which tasks should be grouped together to form a job and structuring jobs so that employee satisfaction and performance can be increased.Health and safety- A healthy and safe working environment can be helped by job analysis information.Compensation and benefits- the job description is the basis of job evaluation. It resumes the nature and requirements of the job and permits its evaluation relative to other jobs. Once the relative worth of a job has been determined a fair level if compensation and benefits can be appointed. CITATION Abb10 l 1033 (Francis, 2010)In conclusion, due to my perspective, job analysis is very important in a business. It’s basically a drive to the business to determine information that can be collected. It produces information for writing job descriptions and job specifications which is fundamental for candidates to be able to meet the specified requirements. Analysis on how Tesco uses job description and job specification in its operation:1.2) The descriptions and specifications help Tesco to recruit the correct people. They also provide a criterion for each job in terms of responsibilities and skills. These help managers to evaluate if staff are carrying out jibs to the appropriate norm. With the use of this Tesco will benefit by the right and best employee. Question 2Organogram:2.1) a) An organogram for Fashion Fix Cape Town Branch:b) I would typically analyse which days/months are the busiest in order to hire part-time staff because you wouldn’t want a lot overcrowding a small building. The part-time staff will be helping the workers and the salespersons because majority would be students who don’t have experience in office work and who are just working to make a profit. The company will benefit a lot because the workload will be shared amongst Job analysis method:2.2) I chose workers as a non-managerial position to analyse from organogram. Because there a 3 main types of job analysis methods: According to Prachi Juneja CITATION PRA l 1033 (JUNEJA, n.d.) Observation method, Questionnaire method and Interview method. I chose the observation method. The observation method basically works as follows; a job analyst observes an employee and records all his performed and non-performed tasks, consummated and unrealized responsibilities and duties, technique, ways and skills used by him or her to interpret various duties and his or her mental and emotional form to handle challenges and risks. This method is the most difficult method compared to the other methods. The observation method is appropriate for the non-management position I chose because the analyst can use any method between work methods analysis method, direct observation and critical a incident technique. The analyst when using the first method will include direct observation and recording to avoid error and bias of workers. This method best suits the analyst when observing the workers at Fashion Fix.With this method the results would be an increase in productivity because workers will feel motivated and wanted when observed and the analyst can evaluate and fix problems at the same time. With the Human Resources planning it is obvious the CEO wants positive results and therefore will get good results with this method because workers will acknowledge all the corrections made and do the right things.Job design2.3) Job design involves organizing tasks, duties and obligation into a unit of work to achieve certain objectives.Job rotation: Job rotation connotates the changing of an employee from one job to another without any change in job. With job rotation, a given employee performs different jobs but jobs of the same nature. The job rotation can be implemented by the workers position.Job enlargement: Involves expanding the number of tasks or duties assigned to a given job. It reduces monotony and boredom. Helps to increase in work efficiency and productivity. The workers cannot implement this design because it increases the workload and by this, the workers will be dissatisfied.Job enrichment: It provides workers greater autonomy for planning and controlling his own performance. It seeks tasks, skilfulness and human satisfaction by uplifting people’s jobs, greater scope for personal achievement and recognition, more obstacles and responsible work and more opportunity for individual enhancement. With this job design, it will uplift the workers and increase productivity thus it can be implemented.Question 3Internal and external sourcing:3.1) a) The workers from the non-managerial position I chose can be sourced either internally or externally .Internal recruitment: Businesses can use internal recruitment to source candidates inside the business. Recruiters don’t usually interfere in this type of recruiting. Authorities use the following methods to find to find a candidate within a business: CITATION Ama17 l 1033 (Cameron, 2017)Promotion: Managers could promote an existing employee. This is easier because the managers already work with, the employee they know the workers attributes.Internal advertisement: they could announce or hang notices in break rooms or notice boards and send a memo to employees.Advantages of internal recruitment:Employees know the business; they understand how the organization operates. They have experience with the work culture and daily tasks.They also used to the environment and their co-workers.Hiring managers know the employee. There’s no need to start a whole new relationship when the position is taken.External recruitment: Businesses source candidates outside the business. Businesses usually use specialized recruiters and large candidates pool to make findings easier.Methods: The use of special mediaThe business will include job openings on your recruiting websiteAdvantages of external recruitment:Gain new perspectives, ideas and methods because clients have their unique backgrounds.Larger candidates pool: by increasing the number of potential hires, business get more options to fill open positionsUsing advertisements:b) Professional advertisers use the guide AIDA (attention, interest, desire, action) to construct advertisements. The media constructs the advertisements. The process of advertising varies depending on the job available. CITATION GAR16 l 1033 (DESSLER, 2016)Selection process:c) According to Dale Yoder Selection is the process in which participants for employment are separated into two classes those who are to be offered employment and those who are not. Selection means a process by which qualified people may be chosen from applicants offering their services to the business for employment.Steps in the selection process that the workers from my non-managerial position I chose will have to follow:Step 1: Reception- the business must create favourable image. The hiring team should always stay friendly. All employment opportunities must be honest and transparent to all candidates.Step 2: Screening interview- An initial screening interview is done to reduce costs of hiring by letting only suitable candidates go through further selection process.Step 3: Application blank- it’s a method for collecting information on various aspects of the applicant’s academics, social background, work background, demographics and references.Step 4: Selection testing- it is performed to analyse the applicant’s behaviour, performance and aptitude.Step 5: Selection interview- it is an oral examination of applicants of employment.Step 6: Medical examination- Some jobs require physical qualities like clear vision, accurate hearing, stamina etc. Step 7: Reference check- the candidates’ previous employer may provide useful and reliable information about the candidate. Thus, the personnel department conducts background checks of the candidate and references provided by them.Step 8: hiring decision- the line manager makes the final hiring decision. There must be a good understanding between the line manager and the HR department so that the best applicant is chosen. The successful applicant is given a job offer followed by an appointment letter.Step 9: Placement- after completion is done of all formalities the recruit is placed on the job on probationary basis. The probation period may range from 2 months to 2 years which the recruit is observed thoroughly.Analysis on the recruitment and selection methods used in Tesco:3.2) Internal recruitment: Tesco looks at internal talent plan to fill a vacancy first. They list all current employees looking for a move, either at the same level or on promotion. If there are no suitable people in this Talent Plan, Tesco advertises the post internally on its intranet for two weeks.External recruitment: Tesco advertises vacancies via the Tesco website or through vacancy boards in stores. Applicants are made online for managerial positions. The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of selection process.Selection: involves choosing the most suitable people from those that apply for a vacancy, whilst keeping to employment rules and regulations. Evaluation if these methods are appropriate for their work level 4-6:The methods are appropriate because Tesco is looking for people to bring about creative ideas and innovation in the business. The methods will help Tesco’s hiring team evaluate which candidate is suitable to adhere the work levels (4-6).Bibliography BIBLIOGRAPHY Cameron, A., 2017. Top Echlon blog, 26 April, p. 1.DESSLER, G., 2016. HUMAN RESOURCE MANAGEMENT. 15TH ed. ENGLAND: PEARSON.Francis, A., 2010. Human Resources Management. JOB ANALYSIS, 20 SEPTEMBER, pp. 1-2.JUNEJA, P., n.d. MANAGEMENT STUDY GUIDE CONTENT TEAM. METHODS OF JOB ANALYSIS, p. 1.
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