Human Resource Management Job Analysis Case

This case study examines the critical roles of managers and employees as stakeholders in the job analysis process within Human Resource Management. It highlights how managers contribute by detailing job requirements and duties, while employees provide insights into their career paths and preferences. The study emphasizes the importance of accurate information from both parties to ensure effective job assignments and career development. The case study also underscores the potential negative impacts of inaccurate information on the overall process.

Running Head: HUMAN RESOURCE MANAGEMENT 1
HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT 2
Job analysis compensation
It has been observed that in terms of conducting an accurate job analysis. However, Human
Resource professionals tend to rely on a lot of stakeholders such as employees, managers, in
order to provide essential information. The two stakeholders for the job analysis process are
the managers and the employees.
The managers are one of the main element in detailing the job role. The managers tend to
plan and promote the daily schedule of the employees and the business, hire, interview, as
well as coordinating with the employees. They identify and determine in detail the specific
job requirements and duties along with the relative importance of these duties for the given
job. The managers are the biggest contributors in the job analysis process as they have
detailed information about all the jobs in their work group for understanding the work-flow
process. On the other hand, the employees are the important stakeholder of the job analysis
process as they identify their own paths of job progression and they also seek to improve their
opportunities for career development and enhancing their compensation. They inform the
managers about the jobs that are best suited for them (Landau & Rohmert, 2017).
The managers provide the information about the job role that is suitable for an individual and
if they do not provide the right information then it will affect the process negatively.
Arguably, if the employees are unable to find out the right job for them then the entire
process will go wrong as the managers will be assigning them wrong tasks and
responsibilities.

HUMAN RESOURCE MANAGEMENT 3
References
Landau, K., & Rohmert, W. (Eds.). (2017). Recent developments in job analysis (Vol. 24).
Taylor & Francis.