3CJA Contributing to the Process of Job Analysis

Introduction to 3CJA

Contributing to the process of job analysis is a course unit in the foundation level. It provides insight on the HR concepts of Job analysis and job design. Job analysis is the process of determining job requirements for an available job position. Job analysis is the process that HR uses to determine people characteristics based on the skills and experiences that should help them perform specific tasks in the organisation.

Unit Content

Students pursuing 3CJA should understand the principles and purpose of job analysis. One of these is the determination to which the suitable candidate is selected to perform in the organisation. Job analysis involves developing job specifications that guide HR professionals in the recruitment and selection process. Job analysis helps recruiters identify the education levels, experience, skills, and other qualifications and accomplishments that makes a candidate become ideal for an available job opportunity. The other principle to job analysis is that it evaluates and policies developed on the employee salary range, bonuses, and other incentives that seek to promote employee performance.

People professionals work on examining different methods of job analysis, which are helpful in determining whether a candidate seeking for a job position has qualified or not. One of the job analysis methods is interviewing, where a candidates engages in a one-on-one conversation with the interviewee. The interviewee asks questions regarding the candidates’ responsibilities, experiences, and capabilities to perform in the roles. The interviewer gets to gauge whether the candidate has the ability and potential to work and meet the objectives of the available job position, and work to support organisational goals and objectives. Job analysis through interviews helps employers and HR determine the candidates’ skills to engage socially and their abilities to communicate.

Use of questionnaire is the second method used to obtain information from the candidates, the job candidates answer different questions regarding their capabilities to perform in a certain job position, and the job analysis uses the candidates’ responses to find out whether they qualify for the available job. The other job analysis method is observation, where the analyst takes responsibility to obtain first-hand knowledge on the candidate.

How Job analysis fits in HR professional area

Job analysis is dependent on the outputs needed to perform different kinds of jobs in the organisation. Job analysis is influenced by a number of factors, which when well examined influence the process of collecting information relevant to support HR professionals in the analysis process. With reference to CIPD, there are external, organisational, human, and motivational and growth factors that form the basis to developing a job profile (job description and person specification).

External factors that form the basis to developing a professional job profile include analysis of the labour market, to determine whether the market is right or loose, and the significant developments that influence employees’ capability to perform. Organisational factors include the organisational workflow, and the tasks to be assigned to the employees after being hired and inducted into the organisation. Human factors that determine the basis to creating a job description and person specification are ergonomics that determine whether tasks can be completed by people with disabilities, the workloads and significant impact to candidates, and work-life balance. These are human factors that determine the employee involvement to work, and helps people professionals determine whether the tasks would be a source of stress to specific kinds of employees. Motivational and growth factors include autonomy and HR engagement in maintaining highly satisfactory jobs. This also determines the candidates’ capability to grow, develop and progress in their careers.

Learning outcomes

On completion of the 3CJA Unit, learners should;

  • Be able to explain the principles, purpose and methods of job analysis.
  • Learn the significant importance of job analysis to HR and organisation.
  • Make contributions to the job analysis process by developing the job description and person specification documents for an open job position.

Unit suitability

3CJA unit is suitable for learners who;

  • Want to start their careers in HR
  • Are already working in people professional roles and would want to develop their skills and knowledge to effectively complete their roles and responsibilities
  • Are engaged in making HR and L&D decisions
  • Have embarked in completing different job analysis activities in the workplace, including developing job specifications, making decisions n employee salary, recruitment and selection, and job evaluation.

Summary and assessment

Learners will take a total of 30 learning hours, 15 of which are guided by the facilitator and 15 hours are self-directed. After completing the course, learners will carry out an assessment to find out whether they have understood unit learning objectives.

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