HC2101 Performance Management for Human Resources

Introduction

Job descriptions are one of the most important job roles of the human resource managers in organisations. According to scholars, job descriptions are important as it helps in ensuring the expectations which are established as well as met (Ramhit 2019). Research suggests that a nicely articulated job description helps in establishing sets of expectation for the employers in order to communicate to the employees (Mekpor and Dartey-Baah 2020). This is seen to spread awareness of the expectation which the employees can gain knowledge about and also helps the employers in evaluating the performance. It has been seen that there are various stages which helps in creating job descriptions. One of the most important steps that human resource managers have to follow is effective job analysis. This paper will focus on the job position of a Food and Beverage Manager, provide eight methods which help in job analysis, issues and challenges in creating job analysis and finally a job description that will be created by using the methods in order to hire a talented employee for the job position of Food and Beverage Manager.

Discussion

Job analysis is one of the important aspects of human resource management. This is the process or the method of identifying as well as determining responsibilities, duties and the specification of the job role (Anyakoha 2019). It has been seen that job analysis in human resource management helps in establishing the qualification, knowledge, skills and the experience level of the candidates which they need to have in order to perform the job in a successful manner. However, it has been seen that there are some issues and challenges to job analysis which can hinder the human resource management of an organisation to come up with proper job descriptions.

Difficulties in job analysis

It has been seen that there are various challenges to job analysis which can hinder the creation of effective job description which can lead to the organisation failing to hire the most talented and appropriate employee suitable for the job role and they are the following:

Insufficient resources and time

One of the biggest challenges for a job analyst is the lack of time where they do not get to conduct proper research about the needs and requirements of the job role. According to scholars, job analysis is time consuming as it is important to research the various need and requirements, the salary the competitors and the industry is providing and many more so that a detailed job description is created (Mira, Choong and Thim 019). Insufficient sources which is due to the lack of management can also hinder the process of job analysis as they fail to provide necessary resources like necessary data, evaluation sheets and many more.

Lack of support and cooperation from the employees

In order to collect accurate and authentic job data, the help and support of the employees is required. It is important to ensure that the employees are in confidence and communicate with the human resource management team to help them by providing them with information and data which will be required to create an effective job analysis (Hermawan and Pangestu 2020). If the employees do not cooperate then it automatically becomes a waste of money, time as well as effort and hinders a concrete development of job description.

Biasness

Unbiased and balanced approach is essential while carrying out job analysis. In order to acquire authentic and real data, job analysts need to be impartial and unbiased in their approach (Mackenzie 2021). This helps them in creating a crisp job description for the job position of an organisation. Unbiased and impartial approach will lead to the job analyst in conducting low quality research which will have a detrimental impact on the operations of the business.

It can be seen that there are some challenges which hinders effective job analysis, however there are various methods which helps in overcoming the issue.

Methods of job analysis

There are eight methods of job analysis which are seen to be highly effective and help the human resource management in the creation of an effective job description.

Observation method

It has been seen that the observation method in job analysis is the best suited for the jobs where the behaviours are observable which involves movement on part of incumbent (McColl and Michelotti 2019). The other is where the job task is relatively short in terms of duration that allows the organisation or the job analysts to observe some parts of the job and within a short time period.

Self-description method

In this process, it has been seen that the human resource management analyze and research about the job position and come up with their own description about the needs and requirements of the job based on recent trends and other information. This helps in coming up with new requirements and ideas which other methods of job analysis may not be able to provide.

Critical-incident reports

Critical-incident report or method is often considered to be a tool for performance appraisal. However, it has been seen that this method is also helpful in terms of job analysis. This method helps in analyzing the behaviour of the staffs or the employees in some specific events which helps in collecting data by using some procedures which are set. Based on the critical-events and the behaviours of the employees, the skills and the knowledge which is required is assessed which is used by the job analysts to gain knowledge about the requirements among the candidates that have to be hired for the specific job position (Jacobs 2019).

The checklist method

The checklist method is considered to be one of the easiest ways to analyse job roles and come up with an effective job analysis. In this method, it has been seen that the human resource management of the organisation has to come up with a checklist which will incorporate the necessary qualifications, skills and other aspects which is required for the candidate to have for a certain job role (Mwendwa et al 2017). This is prepared by the Human Resource Manager of the organisation and later passed on to the rater. It can be seen that the rater then analyzes all the questions and the answers provided by the candidate and then ticks all the needs and requirements. The candidates who has most number of ticks from the checklist is considered to be the most talented and suitable for the job position of the company they are looking for as most of the criteria is seen to be met.

Hierarchical task analysis

The hierarchical task analysis (HTA) is said to be the extension of task analysis. It can be seen that this method in terms of job analysis helps in describing the tasks and the sub-tasks in a detailed manner and is seen to allow the designers in the organisation to illustrate the various potential task which may be required and needed through interaction with the system (Zhang and Parker 2019). It can be seen that in this method ensures detailed examination of the tasks that the employees need to perform in order to achieve the goals in the organisation. Based on the description of the tasks as well as the subtasks that can be gained from research and analysis, is seen to help the job analysts have an idea about what the organisation requires and create an effective job description which helps in spreading awareness to the potential candidates so that they know whether they are suitable for the job role in the organisation.

Job learning analysis

In this type of method, it is important for the human resource managers and the team to focus on gaining significant amount knowledge about the job role which is vacant in the organisation and learn about the job role (Anyakoha 2019). This helps in identifying the duties, tasks, working conditions and the responsibilities that are associated with the job role or position in the organisation. This information also helps in understanding the skill, abilities as well as the characteristics which is needed so that the candidates can perform this job. This is mostly done by communicating with the employees who work in specific departments and from people who are experienced who provide an effective and useful knowledge and information about the job.

Work profiling systems

The human resource management come up with the method of work profiling system so that the employers can accomplish the functions of the human resources. It can be seen that the job analysis is often designed in order to yield the reports which are targeted primarily towards aspects like employee selection and job descriptions. It has been seen that there are about three versions of work profiling system that are related to types of managerial, technical and service (Brannick, Pearlman and Sanchez 2017). This system is seen to contain a proper structured questionnaire that is seen to measure personality attribute and abilities which helps in effective job analysis.

PAQ method

The full form of POQ method is position analysis questionnaire. This is considered to be a questionnaire which helps in the job analysis process which is used to evaluate the skill level as well as the basic characteristics of the applicants for a match of the employment opportunities (Uhm, Lee and Jeon 2017). This method is seen to involve detailed questioning which helps in producing various analysis reports. It can be seen that this helps immensely in terms of conducting job analysis and is seen to be an effective method which helps in creating effective job descriptions.

Conclusion

Job analysis and creating a job description is one of the most important job role of a human resource manager in an organisation. It has been seen job analysis is important in order to create a detailed job description which will help the employers to attract candidates who think they are suitable for the job and encourage them to apply for the job role which will help in saving time. It can be seen that there are various obstacles to job analysis however there are many effective methods of job analysis which will help the organisation in creating a concrete and detailed job description which will help the company in finding the most efficient employee who will be suitable for the job role of a  Food and Beverage Manager. The paper provides a job description which will be beneficial in terms of hiring the most talented employee who will help the organisation grow and develop.

References

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Anyakoha, C., 2019. Job analysis as a tool for improved organizational performance of SMEs in Lagos, Nigeria. Central European Journal of Labour Law and Personnel Management, 2(1), pp.7-16.

Brannick, M.T., Pearlman, K. and Sanchez, J.I., 2017. Work analysis. In Handbook of employee selection (pp. 134-161). Routledge.

Hermawan, S.S. and Pangestu, A.B., 2020. Managerial Employee Mapping Using Job Analysis Approach at PT Sekar Pamenang. Asian Journal of Research in Business and Management, 2(3), pp.20-27.

Jacobs, R.L., 2019. Critical Incident Technique. In Work Analysis in the Knowledge Economy (pp. 129-143). Palgrave Macmillan, Cham.

Mackenzie, L., 2021. Discriminatory job advertisements for English language teachers in Colombia: An analysis of recruitment biases. TESOL Journal, 12(1), p.e00535.

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Mekpor, B. and Dartey-Baah, K., 2020. Beyond the job description. Journal of Management Development.

Mira, M., Choong, Y. and Thim, C., 2019. The effect of HRM practices and employees’ job satisfaction on employee performance. Management Science Letters, 9(6), pp.771-786.

Mwendwa, P., McAuliffe, E., Uduma, O., Masanja, H. and Mollel, H., 2017. The impact of supportive supervision on the implementation of HRM processes; a mixed-methods study in Tanzania. Health Systems and Policy Research, 4(1).

Ramhit, K.S., 2019. The impact of job description and career prospect on job satisfaction: A quantitative study in Mauritius. SA Journal of Human Resource Management, 17(1), pp.1-7.

Uhm, M., Lee, G. and Jeon, B., 2017. An analysis of BIM jobs and competencies based on the use of terms in the industry. Automation in Construction, 81, pp.67-98.

Zhang, F. and Parker, S.K., 2019. Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review. Journal of Organizational Behavior, 40(2), pp.126-146.

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