The Job Analysis and Job Evaluation Process Course Name Student’s Name Date Job Analysis and Job Evaluation Job Analysis Definition Job analysis is a methodological procedure of compiling information about a job in order to prepare job descriptions and job specifications to facilitate selection of a suitable employee to ensure job satisfaction and to motivate an employee. It is the detailed examination of a specific task or job in order to understand various aspects concerning it in order to achieve optimum performance. A job analysis looks at the needs of the job the expected physical and mental strains on the worker qualifications expected of the worker remunerations for the specific task and how will the employee perform his job (Cascio 2018). A job analysis net effect is to decide the most efficient approaches for completing a task ensure job satisfaction among employees ascertain essential areas that require further training salary structures thus employees have incentive to work for an organization since it pays a similar salary in comparison with rival firms. Job evaluation standardises the salary for different job groups thus bringing uniformity in the remuneration structure. This further bolsters harmonious and congenial relations in the organization between all cadres of staff since it minimizes salary controversies (SriKrishna 2017). References Cascio W. (2018). Managing Human Resources. McGraw-Hill Education 2018 Morgeson F.P. Spitzmuller M. Garza A.S. & Campton M.A. (2016). Pay attention! The liabilities of respondent experience and carelessness when making job analysis judgements. Journal of Management 42(7) 1904-1933. Woods S.A. Hinton D.P. Fraccaroli F. & Sverke m. (2017). What do people really do at work? Job analysis and design. An Introduction to Work and Organizational Psychology: An International Perspective 1-24. Srikrishna G. (2017). A Study on Importance of Job Satisfaction among Employees. Human Resource Management: New Horizons 22. [...]
Analyze the factors that constitute a job analysis and a job evaluation process. Then, determine how the final outcomes of both of these HRM functions ensure the goals of fair and consistent pay structure throughout an organization. Please address the following points: Describe the steps involved in completing both a job analysis and a job evaluation. Evaluate the significance of the outcomes of these compensation systems in building an effective pay program. Describe how the concept of external influences on pay structures is different from internal systems designed to ensure pay equity throughout the organization. Describe how HRM develops total compensation programs that utilize market and labor data to ensure more competitiveness, in order to more effectively recruit, motivate, and retain employees. Describe whether it is better to design and promote a total compensation program that focuses on external labor market conditions and the competitiveness of the organization in the market place, in the struggle to recruit and retain productive and motivated staff members. Support your paper with a minimum of three resources, which may include your required text(s). In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included. Length: 5-7 pages, not including title and reference pages Your paper should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards.