Human Resource Management: Job Analysis

Job Analysis

As a new employee in our company we urge you to know that Job analysis is the procedure followed to find out what the employees are expected to achieve how they are supposed to achieve it when carrying out their work and the competencies and skills needed to meet the expectations of the company. In our Company Job analysis is regarded to be very essential since it gives our management the information required to produce role profiles, information used in recruitment, learning and development, performance appraisals, job design and job evaluation. After the job analysis is done we always give a result which is got which is referred to as role profile. The role profile in our company describes the responsibility the holders are supposed to deliver in terms of the expectations of the company and accountabilities. It also defines the competencies and skills required to execute the job effectively, what role holders need to know and finally what they are able to do. Role profiles are usually individual or they may belong to the whole grouping our company. (Raymond, 1994).

You should also keep in mind that we consider Job analysis also defines those tasks and duties that are supposed to be carried out by our employees in order to provide a job description so it is usually narrow and nonflexible. It usually describe out clearly exactly what job holders in our organization are supposed to do and also give our employees the opportunity to accept or object if they or they don’t fit in the description given by us. In company you will also find that there is also job learning analysis which analyses the learning skills that contribute to a performance which satisfies our management. A learning skill is used to perfect other skills and knowledge, and represents broad categories of job behavior that need to be improved and new ones learnt by our employees. The learning skills include: adapting new ideas and systems, looking ahead and anticipating, physical skills that require practice, non-verbal information that include smell, sound, taste, sight and touch which is used to assess and categorize. Other learning skills include memorizing facts, diagnosing, analyzing and problem-solving without help. (Martocchio and Judge, 1997).

Employee selection and orientation process

Being a new employee you will be in a position of undergoing various selection and orientation process whereby in our company employee selection is important as it is a way in which an organization ensures that it obtains the right human resource for specific job. Employee selection in our organization falls in the broader perspective of employee resourcing which is very important in this organization. It consists of administration, performance and staffing. All these are interrelated activities that are carried out in our company. Management and staffing activities help in ensuring that employees with right or desired skills are recruited. The employees have also to be in the right numbers as desired by our organization. Employee resourcing in our company aims at ensuring that employees are at the right place at the right time. Management in this case is concerned with ensuring that employees perform their best (Beardwell and Holden, 1997).

Although there are many methods of selection that contemporary organizations utilize during the process of selection of employees for any vacant post in the organization, as for your selection as one of our employees you will go through interviewing as a way of selection.


Interviews are very important as they give more information to stakeholders hence helping them in decision making concerning the job. In this case we the managers in our company are in a position to know who the applicants for the management trainee post are. We are always in a position to know their specific personalities and to evaluate whether they are fit to work in our company or not. In most cases an interviewer normally has prior information from application forms. This method used in this company for selection helps the company to know some of the behavioral patterns of the potential employees.

Evaluation of this method shows that employers had the opportunity to introduce the company to potential employees. This was a very good opportunity for the employers to explain in detail what the company entails. This method is effective in the sense that potential employees can ask us the management any questions concerning this company. It is quite effective as any misunderstandings between the two parties can be aired.

Research shows that interviews as selection methods are not always a hundred percent effective. This is because they are quite subject to bias. There are chances that interviewers in any organization can short list candidates they liked and not those that deserved the opportunities. This is one area where ineffectiveness is shown. This method is quite subjective to ideal candidate stereotype. There are always chances that interviewers may not take their time to analyze the candidates. For instance if an applicant is non verbal it may influence the interviewer not to select him or her. This may be due to applicant being nervous (Druker, 1995).

Incentives and Reward system

Being a new employee we are glad to inform you that we normally use individual reward systems which are very vital in our company. This is because they play a big role in improving the performance of our staff. We use reward systems to improve the performance of our employees by praising employees who attain set targets. This is always done in organization meetings or also at individual level. Rewards are carried out often for our company to achieve better results. As Managers in the company we ensure that the set measures are attainable for them to motivate our employees to improve their performance (Thomson, and Rampton, 2003).

Our company has been using individual reward systems to improve the performance of our employees by incorporating appraisal or promotion for employees who have a good record of performance. Another way through which we use reward systems to improve performance is through personalizing the reward.

People see organizations as a means to help them to attain their goals while organizations need people to accomplish their objectives. Therefore if mutuality is missing, it makes no sense in trying to assemble a group and develop a cooperation because there is no common base on which to build. Therefore for attainment of organizational effectiveness, human resource is the most important asset that has been paid much attention by the management of the company. Human resource in the company has the responsibility to coordinate all the activities within the institution and they have to ensure efficiency in productivity thus increase in productivity which in turn leads to rise in profit level. Therefore you are required to know that our company’s HR department has the duty to clearly address the following issues:

  • Dealing with workplace harassment: for your information our company has been put in a position of various workplace issues by creating awareness of workplace harassment even in areas where no cases have been reported to ensure that there is a general commitment to fight the menace and also by conducting a training for supervisors on people management and other forms of public administration such as management techniques, public relations etc this actually indicates that you will be protected from various workplace harassments by our management team.
  • Privacy: As we welcome you to our organization, we emphasize on the issue of privacy. It should be noted clearly that all employees irrespective of their job designation in the company has the duty to not to expose company’s undertakings not only to the competitors but to the members of public at large without consent from company’s authority. The company’s organizational structure clearly spells out this issue with punishment and penalties that include dismissal if an employee is found guilty of such offense. The company on its part has the duty to protect its employees from any issues so long as it is within the scope of the duties designated.


In the case of migration our company you are required to keep in mind that our company has passed various rules governing the employment eligibility verification system. This system in our company helps the immigrants to easily access employment in our company. In this system there is a central database on workers in our firm. This means that employers have their systems updated and information on all employees properly assembled. In this program foreign workers in our company can be assisted to link up with local employers. These rules help even the foreign workers currently working in our company. In this case the willing workers are assisted to connect to employers that are willing to absorb them in our company. These rules have actually helped the immigrant workers to greatly contribute to economy in this company. It has led to an increase in labor supply for many employers. This has led creating more job opportunities which greatly contributes to development of the workers living standards. We highly hope that these will you as you carry out your duties in our company.

Competency framework

Competency in our company involves having a measurable pattern of abilities, behaviors; skills and knowledge that one needs to have in order to perform a task. Competencies normally form the foundation of ensuring effective performance in any position in our organization. This always involves values that have to be demonstrated by employees including you as our new employee.

Employee training

As a new employee you will be required to undergo a number of training in order to better your experiences and learn more from our company since we consider Training as a planned program to improve and bring about changes in knowledge, skills, attitudes, and social behavior of our employees. When training is done in our company it brings along development. We therefore define development as a long term educational process aimed at preparing our employees for future responsibility through the acquisition of new experience, skills, knowledge and attitudes. All employees in our company must undergo a training program in case there is the implementation of new technology in the company. New employees in our company should also be job trained so that they can be able to adapt to the functions of the company and also operate in the way the company operates. For new employees to be recruited in our organization they should have acquired the qualifications that we need our employees to have so it will be easy for us the management team to train them on the specific jobs they are supposed to carry out. In this company we have a specific number of employees who are supposed to train in a specific season and are able to provide the required workforce the company is requiring for it to achieve its goals within the time limit set.

There is entire need of job training of employees in our company that will lead to; increasing productivity, to improve quality of goods and services, to promote inventiveness and imagination of employees, to improve health and safety of employees and to improve organization environment through increased morale of trained personnel. Training also helps in increasing personal growth, it leads to increased labor turnover, and it leads to job satisfaction and finally helps our company to fulfill its future personnel needs.

In this organization we have ensured that there is focus on individual training which should take place after one year which is referred to as just-in-time training. This training is closely connected to the vital and appropriate needs of our employees by its association with immediate working activities. It is usually delivered at the possible time when the activity is taking place. The training is based on identifying the latest requirements, priorities and plans of the partakers. The program used in training takes in to account any transfer issues and aims to ensure that what is taught is being applied in the current work situation. In our company training is always systematic in that it is specifically designed, planned and implemented to meet the definite needs of the firm. (Martocchio and Judge, 1997).


It is usually argued that every time a company wants to be successful it should be able to carry out job analysis, development and training, job design and implement it and finally evaluate the job done by the employees so that they can be able to determine the amount of wages to pay them. The entire above are unavoidable in a company if it wants to be successful and achieve its goals and objectives we therefore assure you that our company will not allow this activities to be carried out in a manner that is discerning, prejudiced or biased so the processes should be analytical, fair, systematic, consistent, transparent and flexible for the well being of all employees in the company you being one of them.

The Competence Framework

The following competency framework is always used in our company for the management trainee post when we seek to recruit and retain competent workforce.

The following table shows a competency framework designed to fit our company:

Initiating change Ability to lead people Being results driven Having business acumen Ability to build coalitions
Being innovative and creative Managing conflicts Applicant’s accountability Financial management Ability to partner
External awareness Leveraging diversity decisiveness Human capital management Negotiating and influencing
Flexibility Team building Customer service Technology management Political Savvy
Resilience Developing others Problem solving
Vision and thinking strategically Entrepreneurship and technical credibility


Mark, D. (2001): Human Resource Management and organisational performance; 3rd Edition of the Institute of Management, Washington, U.S.

Martocchio, J. and Judge, T. (1997): Relationship between Conscientiousness and Learning in Employee Training: – Mediating Influences of Self-Deception and Self-Efficacy. Journal of Applied Psychology, Vol 82.

Thomson, C. and Rampton, L. (2003): Human Resource Management. New York; Melbourne Press.

Raymond, A.N. (1994): Employee Training and Development. 4th Edition, Ohio State University.

Thomson, C. and Rampton, L. (2003): Human Resource Management. Melbourne press, New York.

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