Job Analysis and Job Design

In: Business and Management

Submitted By joneskits
Words 1537
Pages 7
Yu Kit, LAI (Jones)
LAYKD93
Human Resource Management: Assignment 1
1
Job Analysis and Job Design
Introduction
Human Resource Management (HRM) systems consist of two major components: job analysis and job design. They have widely-differing contributions on building HRM systems attributed to the change of organizational strategy. This regards to job descriptions, specifications, and different approaches to redesigning the organizational
HR systems. The implications of a boundary-less organization are examined that all context of the boundary organization is interdependent in communications, recruitment, selection, compensation and training (Fombrun et al. 1984). It also examines how environment, strategy, and organization are correlated to each other regarding to the conceptual framework for both job analysis and design of work. It initially becomes the most significant element to organizational strategy as to maximize organizational performance. This essay discuss how job analysis and design of work contribute in terms of building a more sophisticated human resource management (HRM) systems, regarding to both positive and negative outcomes from different approaches. It also illustrates the contributions of changeable job analysis in a regular basis as to fulfill the rapid-changing demand of working environment, in addition to a well-developed job redesign approach to support organizational strategy.
Job Analysis and Competencies
Job analysis could be categorized into job descriptions and job specifications, which include human resource planning, recruitment, selection, training and development, occupational health and safety (OH&S), et cetera. It is complexly collaborated into a basic human resource management tool for managers to clearly utilize and understand precisely how jobs were changing within an integrated HRM system.
The purpose…...

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