Job Analysis: Purpose, Interrelationship with HR Functions, and Internal Political Issues

This report discusses the purpose of job analysis and its interrelationship with HR functions such as job evaluation, staffing, training, and compensation. It also highlights the internal political issues that may affect job analysis in an organization.

Individual Writing
Project 2 Job Analysis

Table of Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Purpose of Job Analysis ..............................................................................................................3
Interrelationship of job analysis with job evaluation, staffing, training and compensation-.......3
Internal political issues around job analysis and its uses within an organisation-.......................4
Conclusion.......................................................................................................................................5
References........................................................................................................................................7

Introduction
The term job analysis refer to collection of information in respect to the skills and other
needs which is required to fulfil a specific position in the department. It also consist of the
physical, affectional and some other qualities of human which are important to give a better work
by the employees. With the help of job analysis a company can ensure that employee which has
been hired by the manger is perfect for the job role. The importance of job analysis for the
employer is that it gives ease in the recruitment and hiring activity, along with complete
identification regarding the salary structure and compensation facility in business organisation.
Various job analysis methods are there, in order to execute the job analysis, such as
questionnaire, interview process, observing the candidate, work diary, etc. This report is defining
the concept of job analysis and how it works in the betterment of the business by hiring a right
candidate who is capable to fulfil the expectation of management regarding the growth of the
business. It has also defined the relationship of job analysis with the other functions like staffing,
training. "Job analysis is one the most crucial elements of determining the quality of talent pool
and culture of an organization and it is closely interlinked with other elements of Human
resource management such as recruitment and induction.” This report contain various points of
argument in order to prove this thesis statement correct.
Main Body
Purpose of Job Analysis
Although job analysis is the prime object of the business organisation, still there are some
elements which may hold the proper functioning of this concept by the human resource manager
of the company. It is known to each and every person who is familiar with this concept of job
analysis that there is certain pros and cons which are associated with this and can affect the

operational areas of the company (Jain, & Ahuja, 2019). By performing the right analysis of the
vacant position, the managerial team of that particular business organisation is able to understand
the precise data of the job and type of work structure, skills it required from the candidate. After
identifying the attributes of the required position one can easily find out the suitable employee
for the same. This could be done with the organisation of accomplished procedure which
consider all the questions regarding the time of hiring, person who is to be hired by the manager,
and whom could be aimed for the specific job role. Apart from this, job analysis also supports in
conducting an evaluation in order to discover the performance of the employee as per the work
they have been submitted in the institution. This will become the foundation through which
employers decides whether to appreciate the employees or to inform him about the weaknesses
by which he is lacking in completing the task. Arrangement of skill development campaigns and
training programs in the business institution is done with the help of job analysis. It also assist in
deciding the satisfactory amount of salary package which will offer to the selected candidate by
the company.
Interrelationship of job analysis with job evaluation, staffing, training and compensation-
To make the qualitative workforce a manager must focus on maintenance of all other
hiring activities which are involved in the organisation. Job analysis provide a guideline to the
HRM, by which he get an opportunity to assure the success of all these functions. A brief
description on association of other hiring activities with job analysis has mentioned below-
 Job Evaluation- As it is already discussed that job analysis contributes in setting up the
pay structure of the employee, so the job evaluation is the method which works in making
the decision in respect the pay scale which suits perfectly to the designation of a worker
in the firm. In Sainsbury's manager compares the different job profiles and prepare a

appropriate basis of the scale which promotes the equity and fairness in the firm. With a
specific job analysis Sainsbury's can also execute well organized job evaluation.
 Staffing- When an organisation endlessly generate an effective relation among the
employees who are currently employed in the firm or being hired in future, then this
activity is commonly known as staffing. In the process of staffing, job analysis is
supporting instrument for the hiring manager as it permit them to fulfil their expectation
by identifying the existing need and requirement of the firm (Igbokwe-Ibeto, 2019). For
instance, when Sainsbury's is doing the staffing like recruitment and selecting candidates
in its company or stores then management more likely to perform the analysis of job with
the department.
 Training- It is the procedure which focus on boosting the work skills and capabilities of
the employees which has been hired by the manager. The idea regarding the type of
training campaigns that should be started by the company completely rely on the job
analysis. Training and job analysis of the Sainsbury's go hand in hand, for e.g., if
management found that the store keepers are unable to deal with customer in proper way
then company may introduce the programs to make them understand about the different
methods of providing services to the potential buyer.
 Compensation- It could be related to the amount which is earned by an employee when
he contributes in the growth of the business. Job analysis helps the company to determine
the level of compensation which could be offered to the employee in the business
institution. By taking the example of Sainsbury's, company will offer high compensation
to that employee who is more skilled and knowledgable about the operational activity of
the company in comparison to other one.

Internal political issues around job analysis and its uses within an organisation-
Sometimes, few employees or particular member of management team take advantage of
their connection with the higher authority to do some modification in the functioning of the
company, this activity at the work place is known as internal politics of the business organisation
(Morgeson, Brannick, & Levine, 2019). Example of internal politics in a company could be
manipulation, backstabbing, and much more. This may affect the process of job analysis in
various ways. Sainsbury has faced numerous of complexities while performing job analysis to
build a compete data in respect to the skills and ability which company is looking in the
candidate for job role. Sainsbury must know about the these in organisation political factors like
if an existing employee is hiding some facts or documents that may support in the optimum job
analysis of vacant position in the firm . Sainsbury has faced so many problems due to these
politics of the management and had generated so many drawbacks in the firm. This has worked
in creating the inefficient work force that result in poor sales and revenue structure of the
company. Company is also facing the internal conflicts among the employees which has
unbalanced the coordination among the different departments of the business. Due to this
company cannot find out the specific details that will identify the current requirement and needs
of the skills to fulfil the empty position. Sainsbury's have to focus on these elements, because in
the existence of all such political issues can lead to weak organisational structure and make it
difficult for the company to get over the consequences.
In order to solve such complex situation of the work place company start creating the
friendly environment at the workplace. Along with building a sense of team spirit between the
employees through which they can turn their individual interest towards the general interest of
the company. Sainsbury's should allow their employees to work as a part of official team so that

they can also contribute in the process of job analysis. Creating awareness about the optimistic
work culture in which employees are informing the management about the growth and ability of
the colleague (Chongwony, Gardner, & Tope, 2020). Apart from this showing required
encouragement to those subordinate who are not very good at performing some duties which are
assigned to them. All these practices by the teams will increase the positive outcomes of job
analysis in the business institution.
Conclusion
In the conclusion of above given report it has been cleared that job analysis prime object
to assure the efficient functioning of the business organisation. By focusing on the specific
purpose of the job analysis which is about the proper arrangement of the activities of selecting
the suitable candidate for the vacant job role. It has explained well that job analysis supports
manager to analyse the all requirements of the business in respect to the skilled employees which
is being demanded by the higher authority. Job analysis also play a vital role while serving for
other management functions which are necessary to maintain the productive working inside the
workplace. By aligning all activities which are being considered by the HRM with the job
analysis, company is able to develop the able workforce that will support in achieving the
decided organisational objective. In order to accomplish the activity of job analysis human
resource manager must have to decide a perfect timeline and prepare are to do list that will help
in doing all functions in systematic manner. This report has also mentioned the internal political
factors that prevails in the working of any business institution and influence the procedure of job
analysis.

References
Books and journals-
Chongwony, L., Gardner, J. L., & Tope, A. (2020). Instructional Design Leadership and
Management Competencies: Job Description Analysis. Online Journal of Distance
Learning Administration, 23(1), n1.
Igbokwe-Ibeto, C. J. (2019). The effect of job analysis on service delivery in federal airports
authority of Nigeria (FAAN) 2005-2014. International Journal of Human Resource
Studies, 9(2), 195-211.
Jain, S., & Ahuja, S. K. (2019). Impact of human capital management practices on employee job
performance. In Proceedings of 10th International Conference on Digital Strategies for
Organizational Success.
Kuruku, E., & Stephen, U. U. (2018). Employee mentoring and workplace politics as predictors
of job satisfaction among employees of Nbc Plc Makurdi, Benue State. IFE
PsychologIA: An International Journal, 26(2), 81-89.
Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2019). Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.