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The
cornerstone of every organization is the performance of its employees. Every job in an organization must interrelate to
accomplish the organization's mission and objectives.
A job analysis is a systematic study of jobs to determine what activities
and responsibilities they include, their relationship with other jobs, the personal
qualifications necessary for performance of the jobs, and the conditions under which the
work is performed. These are instrumental in
the effectiveness of: Designing jobs, organizational design, recruitment, selection and
placement, new employee orientation, training, performance appraisals, compensation
planning, career development, and compliance of laws and regulations.
ACS
uses the job analysis procedure to write job descriptions for clients. These are a summary of the most important features
of a job, including a description of the work, worker characteristics, responsibilities,
and reporting structure. Like a job analysis,
the job description serves a variety of functions including job evaluation, selection,
recruitment, HR planning, training, safety, and performance appraisal.
A
job evaluation determines the relative internal worth of a job within an organization when
compared to all other jobs. It considers the
extent to which a job contributes to organizational goals.
Processes like ranking, classification, factor comparison, point factor, or
the hay method can be used. Jobs can also be
evaluated based on their market if desired by the client.
ACS
helps client organizations with job design. This
involves structuring job elements, duties, tasks, and compensation in such a way as to
achieve optimal performance and satisfaction. Ways
changes can be approached are job enlargement, job enrichment and group tasking. |
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