Analyze jobs and assess the benefits of comprehensive job descriptions and specifications both to the organization and

the employee Employees form the most important part of the organization. This involves a lot of systematic processes where the nature of the jobs has to be checked, the job role has to be considered and the right employees have to be recruited for the roles. Depending on these roles the responsibilities have to be planned. To manage all the factors which we have discussed earlier a process has to be adapted which is job analysis. This process is used to identify the skills which are required for a job role, understand the skills and competencies. This process is done in a lot of stages in order to ensure the process is conducted in an effective way. The process involves various stages when the job is sourced and there are a lot of responsibilities which are to be related to it. This involves the skills which are required for the job (Management Study guide 2008). The process of job analysis includes various processes like posting job descriptions which help in different ways to plan and strategize for the recruitment process of various employees for different processes in an organization. This would help to plan and maintain good standards in an organization which would provide all the employees a safe working environment. This also provides an opportunity to recruit the people with skills which are required for the position in the organization however there are various processes which are implemented in this recruitment process. This provides the organizations with greater advantages where they can adapt and implement processes to motivate their employees to enhance their skills and to perform their work in an effective way. This would give a clear understanding to align their objectives to the organizational objectives in order to achieve their organizational objectives with greater standards (Bayat, S 1998). Factors in Job Analysis Different organizations adapt various policies to conduct a job and to design a process however this depends on the critical factors on which the process has to be based and on the factors which are to be considered for solving various issues in an organization. There are some positions which are present in the organization and there are a lot of people who work for those rules. For these positions which have already been filled would not

require much analysis which has to be performed however for the positions which are given out apart from the positions which have been present there has to be an analysis which has to be conducted. This should involve the roles to be structured and their responsibilities which have to be given clearly. These responsibilities have to be reviewed on a timely basis to ensure any new responsibilities are also included. All the organizations which have their business in various locations would have similar kind of processes and similar roles however this would depend on the nature of the business which they are in. The nature of the process would also include the different responsibilities the employees would be given depending on the process which they are aligned to. This is the most critical aspect of the process as the organizational performance is also dependent on this factor. All these policies are formed by the human resources (Aub nd). The Human Resources adapts and implements a lot of strategies to ensure the employees are selected for the positions by considering their skills and experience and they are considered for the various roles which are to be filled in an Organization. The Human resources departments are known for their selection process in which they adapt a lot of policies to employ the workforce to fill in various positions for various departments (Cheminais 1998). There are various stages involved in the process of conducting a job analysis like Recruitment planning process Posting various job requirements Planning and selecting the recruitment process Evaluating the process and reviewing the process on a timely basis

When all these processes are planned there are a lot of stages which are included as a part of this process where the information gets collected and the different stages are conducted in an effective way. The process would also consist of various sources of information which would be given as a job description. Job descriptions are advantageous as they provide a clear understanding of the job roles and the description which is related to the responsibilities they would have to handle in the organization.

Information Sources This process includes the sources of information which are collected and the information which has to be provided to different sources regarding the job roles which are being given out. It has to include various facts like The process which is giving out the position and the plan of recruitment for the position No. of employees who are working in the process The details of the position which has to be filled The desired qualifications which are required for the role Work force planning which is critical for the process Nature of the job role Responsibilities of the job role Teams which the position has to manage Any new technical skills which the role would require Positions which can be filled in using the existing work force

All these factors are critical to understand a job role to manage them in an effective way. These factors which we have discussed have a lot of advantages where they could be implemented in all the organizations to understand the recruitment process of the employees or to understand the employees however they are critical to plan and strategize any process in an organization (SHRM 2010).

References Management Study Guide, Inc; Advantages and Disadvantages of Job Analysis, viewed on July 16th, analysis.htm 2013, http://www.managementstudyguide.com/advantages-disadvantages-job-

Cheminais, I., Bayat, S., Waldt, V., Fox, W, 2008, the Fundamentals of Public Personnel Management. Rustica Press. Siddique 2004, Job Analysis: Strategic Human Resource Practice : Routledge SHRM, Inc; Job Analysis, accessed on July 16th, 2013,

http://www.shrm.org/Education/hreducation/Documents/Job_Analysis_IM_FINAL.pdf Aub, Inc; Job Analysis Description, accessed on July 16th, 2013,

http://www.aub.edu.lb/hr/compensation/Documents/job_analysis_description.pdf