HRM Job Analysis and Compensation

This essay discusses the importance of job analysis in Human Resource Management (HRM), focusing on the roles of managers and HR managers as key stakeholders. It highlights how managers provide detailed information about job roles and daily schedules, while HR managers focus on qualifications and candidate selection. The essay emphasizes that accurate information from both stakeholders is crucial for effective job assignments and overall organizational success. The potential negative impacts of inaccurate information from either party are also discussed.

Running Head: HRM 1
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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 Human Resource managers.
The managers are one of the main element in detailing the job role. The managers tend to
promote as well as plan the day-to-day schedule of the workers and the business, hire,
interview, as well as coordinating with the employees. They indicate along with that
determine in detail particular requirements of the job as well as duties along with the
significant importance of this type of duties for the job that is given. The managers is
regarded as the biggest contributors in the job analysis process as they have information that
is much more detailed about each of the jobs for their work group for understanding the
process of the work-flow. On the other hand, the Human Resource managers are the
important stakeholder of the job analysis process as they identify they help to establish the
qualifications, the level of experience and they also seek to find the candidates with specific
knowledge needed for performing a job in a successful manner. 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 Human Resource managers are unable to find out the right job for the
employees then the entire process will go wrong as the they will be assigning them wrong
tasks and responsibilities.

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