Job Analysis, Descriptions, and Specifications, Essay Example

Introduction

Managerial staffs in medical and health services usually go through intricacies in the process of job assessment as well as complex situations in most occasions. Their job needs to be good leadership and managerial skills that aid in problem solving capability. This paper therefore addresses issues concerning job analysis, description as well as the role of Human Resource Management (HRM). It also explores the relationship between job analysis and job description.

What Is Job Analysis?

Job analysis can be defined as the process by which collection of information concerning the responsibilities, duties, outcomes, required knowledge, and work environment of a given kind of job. It is also the first step in clearly gaining the understanding of the profession and forms the basic of job description which in turn generates into job requirement (Wayne & Robert, 1996). The information concerning a position to be filled that aids in the identification of major job requirements (MJR) and creates a link between the MJR to education, training, skills among others can also be used in referring to job analysis.

Roles of Human Resource Management

The function within an organization which bases its focus on the management of, recruitment of, and aid in the provision of direction for personalities who are assigned some duties in an organization can therefore be termed as Human Resource Management (HRM) (Wayne & Robert, 1996).HRM addresses issues that are related to individuals such as compensation, performance management, institutional development, benefits, wellness, motivation administration, training, as well as the safety.

Drawing on the theoretical insights of the “resource based view” of strategies in an organization and advantages associated with strategies and competitiveness. HRM Practices therefore can contribute to a sustained competitiveness in an organization by the process of helping in facilitating the expansion of competencies which are the firm’s specifics (Nadler & Garland, 1986). HRM also helps in the production of complex social relationship, and lastly it helps in generation of knowledge in an organization.

How Job Analysis Drives Job Description

On the onset of coming up or re-writing a job descriptions, job analysis becomes the first step to be followed. Job description is the element that offers explanation of the key responsibilities of the actual position and providing a report concerning the work environment. Generally, job analysis is an in-depth study of job and therefore the information created in job analysis is thus used in the provision of relevant information about job description. An accurate job description basically depends on careful analysis of the job done and can also offer evaluation of the work as well as the full range of Human Resources functions. The information that is either gathered by employee or employer through carrying out of interviews, observation of performance, questionnaires, and the information collected through secondary sources like National Occupational Classification (NOC) can be used in developing job description.

Application of Job Analysis and Description in a VA Case

Concerning the case of Department of Veterans Affairs (VA), provision of compensation to veterans suffering from disabilities or injuries aggravated while on a military duty. Under the act of Individual Un-employability (IU) remuneration parameters, a veteran is in a position to receiving an increased compensation rate if VA is capable of developing a clear link between employability and service connected disabilities (Nadler & Garland, 1986). Government Accountability Office (GAO) has come up with reports concerning numerous technological and medical advances that are associated with changes in societal setting as well as the nature of work have thus increase the need of for individuals with  disabilities to be employed in employment sectors.

Conclusion

However, research can be viewed as part of other various functions of human resource management. The need for (HRM) will always maintain to be on the limelight due to increase in number of organizations partaking in business globally. Thus it is important for the professionals to be updated on reimbursement and benefits, job description and analysis, performance assessment, worker and labor relations, training and development countrywide or even in global market.

References

Nadler, L. and Garland D. (1986). Managing Human Resource Development. San Francisco: Jossey-Bass.

Wayne, R. and Robert, M.  (1996). Human Resource Management. Upper Saddle River, NJ: Prentice-Hall.