Job analysis
The job analysis shows the requirements of the job and how the job fits into the organization’s structure, which then attracts suitable candidates (Heraty and Morley, 2002). An effective job analysis can save a lot of time and money in the long run, therefore it must be done right (Heraty and Morley, 2002). Organizations that proactively and firmly create job analysis have a much better understanding of their employee’s capabilities and can take the time to improve any flaws in their skills and behaviors (Talukder, 2014).
The first stage in the recruitment process involves a systematic review of the organization’s requirements. Following this review, a thorough analysis of the requirements of the job should be established, often termed job analysis. This is necessary because even in those situations where an individual is simply being replaced, there may still be changes in job requirements, especially if the individual being replaced has been with the organization for some time. There are a number of techniques that can be used for undertaking job analysis, but essentially they all require the collection of systematic data about the particular job from existing incumbents and colleagues. This usually involves interviews, questionnaires, or diaries. Recently, the focus of research has been on understanding the sources of variance that are evident in using these different techniques (Bach, 2005).
Purpose of job analysis
As the health workforce is central to sustainable health systems, Member States should take effective measures to educate, retain and sustain a health workforce that is appropriate for the specific conditions of each country, including areas of greatest need, and is built upon an evidence-based health workforce plan. All Member States should strive to meet their health personnel needs with their own human resources for health, as far as possible (WHO Global Code of Practice on the International Recruitment of Health Personnel, 2021).
Furthermore, according to Moore, (1999), he described, the system of health services that employs and directs the health workforce often does not have fully developed, detailed plans and strategies to deal with changing health and demographic conditions. To date, there has been little basis for projecting the tasks and activities of the workers or for projecting the requirements for types and numbers of employees. Changes in technology and standards of practice are not readily accommodated due to the lack of in-service education and training. Quality suffers from a lack of regular, competent supervision which provides feedback on performance, detects needs for additional training, and offers the encouragement and recognition necessary to maintain morale.
Figure 1 Purpose of Job Analysis
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(Bajracharya, 2018) |
Training Needs Assessment
It is also important that TNA practice and research do not focus only on present competencies related to professional roles (Propose the adoption of a TNA approach. Evaluate training needs of a particular occupational role, 1983). Still, there is no apparent concern with developing organizational policies on TNA. Some important theoretical issues that are almost absent in the studies are the relationships between the TNA concepts, work needs, and competence or competencies management based on future scenarios (Sparrow & Bognanno, 1994); the missed conceptual link between individual and organizational needs; and to propose new kinds of needs, as learning needs, educational needs, development needs, avoiding practices and research to be dependent on only one kind of possible instructional solution to meet competence gaps (training) (Ferreira and Abbad, 2012).
The recruitment and selection process determines the decisions as to which candidates will get employment offers. The aim of this practice is to improve the fit between employees, the organization, teams, and work requirements, and thus, to create a better work environment (Tzafrir 2006). Sophisticated recruitment and selection system can ensure a better fit between the individual’s abilities and the organization’s requirements (Fernandez 1992). Hunter and Schmidt (1982) concluded that employment stability can be achieved through a selection procedure based on ability. Katou and Budhwar (2007) also found that recruitment and selection were positively related to all organizational performance variables such as effectiveness, efficiency, innovation, and quality (Absar, 2012).
Compensation
Wage and salary amounts are highly correlated with defined ranges of skills,
knowledge, abilities, and job classification. If that relationship is disturbed either by
salaries that are considered more than the job level is worth or by workers who have
attained education well beyond that required by the job level, then adjustments will be
made. Either new categories are created and paid accordingly or all categories are
adjusted so that the distinctions between them are once again acceptable (Moore, 1999).
Performance appraisal
As an organization, they have goals and objectives to achieve and all performance standards to be maintained by employees. Among job analysis, they can identify the goals and objectives. Furthermore, they can identify performance standards and evaluation criteria and understand the duties to be evaluated.
A process of evaluating the job performance of an employee during a given period is termed as performance appraisal. Usually, at the end of a calendar year, performance appraisals are carried out in the form of performance evaluation reports. Some of the parts of the report are to be completed by the official reflecting personal data and job description. These reports help management to make decisions about job succession planning (Absar, 2012). Furthermore, according to Edien, (2015) Job analysis direct incomes are job specifications and job description and it has quite an impact on several aspects of human resources such as On selection, On job evaluation, On compensation and benefits, On training and development, On productivity, Job DescriptionJob Specification, Job Evaluation.
Process of Job Analysis
Figure 2 Process of Job Analysis
(Bajracharya, 2018)
According to Meyer, Tsui and Hinings, (1993) term "organizational configuration" denotes any multidimensional constellation of conceptually distinct characteristics that commonly occur together. Numerous dimensions of environments, industries, technologies, strategies, structures, cultures, ideologies, groups, members, processes, practices, beliefs, and outcomes have been said to cluster into configurations, archetypes, or gestalts.
The first step in the job analysis process is to determine its purpose. This will help determine what kind of data to collect and how to collect it. The necessary background information for this step can be collected by using organization charts, process charts, and job descriptions. It will be time-consuming and costly to analyze all jobs in an organization. So, it is essential to select a representative sample of jobs for the detailed job analysis (Bajracharya, 2018).
The next step is to collect job-related data such as educational qualification, duties, responsibilities, working conditions, employee behavior, skills, and abilities. Data is collected by using methods such as observation, interviews, and questionnaires. A job analysis report is prepared by using the gathered data. The information is then verified with the worker performing the job and their supervisor. The final step in the process is to develop job specifications. Job specification and job descriptions are two tangible products of the job analysis process. Job specification is a statement of personal traits, educational qualifications, experience, background, and skills needed to perform a job (Bajracharya, 2018).
Job Analysis In Pharmaceutical industry
In the pharma industry, job analysis is essential to face organizational competition. According to Edien, (2015) organizations that regularly conduct job analysis possess a much better knowledge of their employee’s strengths and limitations and can take timely corrective action to improve any deficiencies in their skills and job behavior (Clifford, 1994). A regular or proactive job analysis practice can help a company in creating a proper infrastructure by defining the tasks to be performed as well as the timelines for performing them. Proactive job analysis also contributes to personnel utilization by promoting positive job attitudes and work commitment. Job analysis can be used to identify factors that shape workers’ motivation and job satisfaction. Wal-Mart and Whirlpool, for instance, have made significant improvements in their performance by developing innovative job redesign programs grounded in empirically verifiable job-related data. In general, the experience of most organizations indicates a positive impact of job analysis leading to generate administrative efficiency and cost savings, better organizational climate, and improved productivity in the form of sales and profit growth.
References
Absar, M., 2012. Recruitment & Selection Practices in Manufacturing Firms in Bangladesh. The Indian Journal of Industrial Relations,, Vol. 47(No. 3), p.2.
Bach, S., 2005. Personnel Management in Transition. 4th ed. Bkachwell, p.132.
Edien, A., 2015. Effects of Job Analysis on Personnel Innovation. [online] Ijbmi.org. Available at: <http://www.ijbmi.org/papers/Vol(4)10/B0401009018.pdf> [Accessed 8 September 2021].
Ferreira, R. and Abbad, G., 2012. Training Needs Assessment: Where We Are and Where We Should Go. brazil: Anpad, p.16.
Heraty, N., & Morley, M. (2002). In search of a good fit: policy and practice in recruitment and selection in Ireland. Journal of Management Development, 661-685.
Meyer, A., Tsui, A. and Hinings, 1993. [online] Faracididattica.it. Available at: <http://www.faracididattica.it/files/ooeepp0809-meyertsuihinings.pdf> [Accessed 8 September 2021].
Moore, F., 1999. FUNCTIONAL JOB ANALYSIS. Texas: University of Texas-Houston Health Science Center, pp.4,5,9.
Talukder, H. (2014). Perceived Importance Of Job Analysis Influencing Motivation And Competencies Among Blue-Collar And White-Collar Employees. IBA Business Review, 79-91.
WHO Global Code of Practice on the International Recruitment of Health Personnel, 2021. WHO Global Code of Practice on the International Recruitment of Health Personnel. p.4.
1983. Propose the adoption of a TNA approach. Evaluate training needs of a particular occupational role. Brazil.
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DeleteThank you for the comment and agreed that task-oriented job analysis is more effective. Also I would like to add more, according to Embrey(2000), task analysis(TA) applied broadly to encompass a wide variety of HR techniques, and it is referred as Action oriented approaches.
Agreed with the arguments you have made. According to the US Bureau of labor statistics report in 2021, with the COVID -19 pandemic situation, the five best-paying pharmaceutical jobs are identified as medical Science Liaison, Sales Representative, Biostatistician, Pharmacist and Research Scientist. Also, the Chemist plays major role in the pharmaceutical industry(the green guide, 2010). Mainly he can occupy as laboratory analyst, quality assurance manager, quality control manager or even production chemist of the organization (David, 2010). So better to do analysis for each of the positions as well.
ReplyDeleteAgreed with the argument. With the pandemic situation, there is a global requirement of some popular post in the industry. But any employment related to the pharmaceutical industry has to work to develop potential vaccine and treatment for COVID-19 with extreme pressure and not depend on the designation as well(Licholai, 2020).
DeleteAgreed with the argument further, and The organization always try to find the best employees for their talent pool. Job analysis is an essential part and starting point of recruitment. In the same way, proper job analysis mechanisms are fundamental for attaining a solid recruitment process (Goldstein et al., 2017).
ReplyDeleteYes Amila, recruitment process is align with job analysis and effective selection procedure and other relative effectiveness on employee performance have to be well managed(Bako, 2017).
DeleteThis comment has been removed by a blog administrator.
ReplyDeleteThank you for the comment and agreed that task-oriented job analysis is more effective. Also I would like to add more, according to Embrey(2000), task analysis(TA) applied broadly to encompass a wide variety of HR techniques, and it is referred as Action oriented approaches
DeleteAgreed with you .When we talk about employee selection and recruitment, job analysis is one of the main topics, since this leads organizations to choose the most suitable person for the job. A Job analysis is a tool for determining the knowledge, skills, abilities, and other requirements that are required for each organizational role to function effectivel.(Anderson and Caldwell, 2018).
ReplyDeleteThis comment has been removed by the author.
DeleteThank you for comment, further, the missed conceptual link between individual and organizational needs; and to propose new kinds of needs, as learning needs, educational needs, development needs, avoiding practices and research to be dependent on only one kind of possible instructional solution to meet competence gaps (training) (Ferreira and Abbad, 2012).
DeleteAdding to this, Job analysis data should be summarized with the job dimension. Specially in pharmaceutical organization, mental & sensory characteristics of the worker’s mode of response need to be critically analyzed. The position analyze questionnaire should relies on the job dimensions ( Michael T Brannick, Edward L Levine, Frederick P Morgeson,2007).
ReplyDeleteYes. Furthe, according to Edien, (2015) organizations that regularly conduct job analysis possess a much better knowledge of their employee’s strengths and limitations and can take timely corrective action to improve any deficiencies in their skills and job behavior (Clifford, 1994).
DeleteAnd also, job dimensions, which are determined by Hackman and Oldham (1980) as building blocks of job design and job involvement, which reflects the level of employee participation in their work, are included as antecedents of organizational identification within the context of the model.
DeleteAgreed to the statement, Bajcharya(2021),As a organization, they have goals and objectives to achieve and all performance standards to be maintained by employees, in order to obtain the targets of the organization the performance standards set by the organization to employees need to be practiced which would be highly important to gain the set targets
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DeleteYes melan. Additionally, to create strategic worth, HR must understand what performance is important to the organization, be current in HR expertise on the important issues and lead the organization to better performance (Gardi, 2021)
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ReplyDeleteyes. the position taken in this chapter is that it is critical that the term job analysis be applied only to procedures that collect information describing verifiable job behaviors and activities; it should not be used to denote the wide assortment of procedures that make inferences about people or otherwise apply job analysis data
Yes chandana. However, the job analysis shows the requirements of the job and how the job fits into the organization’s structure, which then attracts suitable candidates (Heraty and Morley, 2002).
DeleteAgree to the content and would like to draw your attention that not only in HRM aspect but the importance of Job Analysis has been validated in a legal aspect too where in Albermarle v. Moody (1975) court case, the supreme court disallowed the selection tests that were designed without supporting job analysis data.
ReplyDeleteYes Jayashui, Second, HR practitioners can act as role models, leading by example and living and breathing good ethical behaviour. As a respondent to the survey conducted by Parkes and Davis (2013: 2426) commented: ‘If HR does not act ethically, how can it expect employees to do so?’
DeleteYes, The recruitment process contains different efforts of posting a job and actively seeking prospects. When the organization post a job vacancy, it's common to represent the duties of the position along with the preferred qualifications of applicants. To find the right employee, a completed job analysis will be done to underlie what the employee will actually do. prior to engaging in recruitment and selection, job analysis is an essential process of reviewing the qualifications and requirements of a particular position in an organization (Neil, 2018).
ReplyDeleteYes Hemachandra. Further, an effective job analysis can save a lot of time and money in the long run, therefore it must be done right (Heraty and Morley, 2002).
DeleteDividing employment so as to offer a general description of its element components are often termed as job analysis (Holst and Pancoast, 1921). It's an in depth and systematic study and presentation of data like skills, knowledge, abilities, and responsibilities with reference to the operation of a selected job.
ReplyDeleteThank you for your comment. Furthermore, according to Edien, (2015) Job analysis direct incomes are job specifications and job description and it has quite an impact on several aspects of human resources such as On selection, On job evaluation, On compensation and benefits, On training and development, On productivity, Job DescriptionJob Specification, Job Evaluation.
DeleteAgreed. Job analysis is one of the most important activities of human resources management and can perform multi -functions. Regular or proactive job analysis helps to identify factors that shape the employee’s motivation and job satisfaction. (Amos et al, 2004).
ReplyDeleteThank you and agreed. Further, job analysis may be viewed as the hub of virtually all human resource management activities necessary for the successful
Deletefunctioning of organizations (Gael, 1988a; Mirabile, 1990; Oswald, 2003; Siddique, 2004).
Agreed with your view, further the Dissecting a job in order to give a general description of its component elements can be termed as job analysis (Holst and Pancoast, 1921). It is a detailed and systematic study and presentation of information such as skills, knowledge, abilities, and responsibilities relating to the operation of a specific job. It is this information that differentiates one job from another and determines the success of a worker in performing his or her duties
ReplyDeleteYes Gajendran. Job analysis is focussed on the collection of work-related information for the job as it currently exists and/or has existed in the past (Palmer & Valet, 2001, Schneider & Konz, 1989).
DeleteAgreed with you. Job job analysis is a detailed and systematic study and presentation of information such as skills knowledge abilities and responsibilities relating to the operation of a specific job.(PPMS, 2018).
ReplyDeleteThanks for your comment. Further, job analysis may be viewed as the hub of virtually all human resource management activities necessary for the successful functioning of organizations (Gael, 1988a; Mirabile, 1990; Oswald, 2003; Siddique, 2004). At the heart of almost every human resources management program or activity is the need for accurate and thorough job information. Job analysis is thus a prerequisite activity for the effective management of human resources.
DeleteYes. In this pandemic situation, pharma industry must determine the job-relatedness of the tasks and competencies as you mentioned. Further, Competency-based job analysis means describing the job in terms of the measurable, observable, behavioral competencies (Knowledge, skills and/or behaviors) that an employee doing that job must exhibit to do the job well. Traditional job analysis is thus more Job focused (Sree Rao 2007)
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