Job Analysis in HRM: Team Handling, Implications, and Decisions

This essay provides an in-depth analysis of a student's experience as a trainee Human Resource Assistant at ABC Company, focusing on the challenges encountered during a job analysis simulation. The essay highlights issues such as lack of employee cooperation in training, biased performance appraisals, and the impact of poor communication between management and employees. The student discusses the role of teamwork in addressing these issues, emphasizing the importance of regular meetings, training, and recognition programs. Furthermore, the essay explores the implications of human resource management on job analysis, emphasizing its role in organizational change, employee promotion, and determining job requirements. The conclusion reinforces the significance of job analysis, while also acknowledging the importance of communication skills and unbiased decision-making in overcoming challenges and achieving success in HRM.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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Introduction
The essay throws light on the overall analysis of the issue which has been faced by me
during simulation of job analysis programme. With proper reference to the literature, the
different aspects are required to be identified that has assisted the team in handling the
different issues related to the job analysis aspect in the organization. Furthermore, the various
implications of human resource management on the special event is required to be discussed
as well which will be beneficial in managing the issues related to job analysis.
As commented by Noe et al. (2017), job analysis is defined as the process which helps
in the overall identification along with the determination of the particular job details as well
as responsibilities in a detailed manner. Moreover, as hypothesised by Morgeson et al.
(2016), it is the process which is utilized to collect the different information regarding the
duties along with the work environment of a particular job. There is the inclusion of different
kinds of problems which can be faced while implementing the job analysis process such as
lack of support from management which should be analyzed and solve them appropriately.
Issues Faced During Job Analysis
During my internship period while I was working as a trainee Human Resource
Assistant in “ABC Company”, there were few issues which were faced by me during the
process of conducting the job analysis. As commented by Liu, Aungsuroch and Yunibhand
(2016), the job analysis consists of two major parts such as job specification and the job
description which separately includes different kinds of features. Furthermore, as opined by
Landau and Rohmert (2017), job analysis is effective for the overall management of the
different kinds of personnel activities which includes human resource planning, training and
development, performance appraisal along with health and safety of the diverse employees.

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The main issue which was faced during the process of job analysis is that there was a
lack of cooperation from the different employees for the training and development for
attaining the knowledge regarding the job duties and responsibilities. As hypothesised by
Lancee (2016), job analysis includes training and development program which helps in
generating knowledge along with skills to acquire the different job requirements effectively.
However, in my scenario, there was no cooperation among employees as they were not able
to acquire job requirements such as job rotation.
It was a sheer wastage of time along with money for the training of employees to
conduct the process of job analysis. Moreover, when I was facing the respective scenario,
there was no such support from the management which affected my morale and the job
analysis was not done accordingly. There was improper communication between the top-level
management and employees which was negatively taken by employees.
Besides, the other issue which was faced by me during the process of job analysis
includes that the different employees or the team members felt that I was being biased
regarding the performance appraisal process. While I was working as an intern, I was being
provided with the responsibility to conduct the performance appraisal of the existing team
members who were working in my team. In conducting the respective process, it was seen
and analyzed that few employees felt that my opinion regarding the performance appraisal
was biased and without any proper usage of real and accurate data, I have randomly rated the
individuals.
These are the two major issues which were faced by me during the entire process of
job analysis in the respective organization, and it affected my working skills as there was a
decrease in my morale and I could not give my best in managing the different activities. As
opined by Hibbert and Thordarson (2016), the job analysis is the hub of virtually conducted

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human resource management activities which is necessary for the overall successful
functioning of the business operations in a successful manner. However, there are different
disadvantages which can affect the process of job analysis that includes the following:
As commented by Hernandez, Newman and Jeon (2016), it is inclusive of personal
biasness as the process may be inclusive of the different personal likes and dislikes of the job
analyst which could be the major hindrance in collecting the genuine along with accurate
data. Besides, DeCenzo, Robbins and Verhulst (2016), have opined that there is the inclusion
of lack of communication between employees and the job analyst that can be a significant
hindrance to the overall performance of the different activities in the organization.
Analysis of Teamwork in Handling Issue
While I was facing the issues related to the job analyst, my team members played a
significant role in appropriately improving the overall scenario. Through conducting the
regular meetings, I along with my entire team tried to handle the issue. We tried to convince
the different employees to attend the meeting and making them understand that there was no
inclusion of biasness. As it has been opined by Cascio (2015), the regular meetings will keep
the employees updated about the different changes which will be managing issue
appropriately.
Moreover, my entire team tried to take proper training on becoming a successful job
analyst that helped me in understanding the loopholes and improved the overall scenario
more appropriately. While handling the job analyst approach, I understood that I lack
knowledge in communication and I was not able to perform the process smoothly. Therefore,
the pieces of training helped me in improving my skills in communication and gained a
competitive advantage.

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As commented by Bratton and Gold (2017), communication is the critical approach
which should be followed by job analysts as they have the main role to improve the overall
scenario of job operations appropriately.
Lastly, to make the employees feel that employees are the primary and integral part of the
organization, I tried to provide them with rewards and recognition that can be helpful in
performance analysis and they can feel that they are being appraised appropriately. The
compensation management is one of the critical aspects which was being followed by me,
and it helped me in dealing with the biasness issues appropriately.
Therefore, from the above, it can be analysed that I tried to make the right decisions in
tactfully handling the respective issue. Proper communication and training are the essential
approaches that can help manage the issue and it will help improve the overall scenario more
tactfully in the future situation as well.
Discussion of Implications of HR on Job Analysis
From the special incident of issues related to job analysis faced by me, the different
implications of HR include the following:
Job analysis is practical as it provides information which informs the organizational change
along with effectiveness related to work. Job analysis supports the practice of promoting from
within which will be beneficial in embracing the organizational effectiveness (Albrecht et al.
2015). Moreover, job analysis is one of the most critical aspects in HRM as it is the
qualitative aspects of the manpower requirements which will be beneficial in determining the
demands of job in terms of skills along with qualities, and it helps in determining the level of
the standards of job performance of the different employees in the organization as well. From
the above, it can be identified that job analysis is one of the major approaches which should

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be handled by the company and the HR department as it will help showcase the different
needs of the employees and it will help improve the overall scenario appropriately. However,
the HR departments need to adopt proper communication skills along with the unbiased
nature of decision-making skills as these are the significant aspects which should be
followed.
Conclusion
From the above, it can be concluded that job analysis is one of the significant aspects
of the human resource management process that helps in determining the particular job
requirements and duties of the different individuals. The job analysis in Human Resource
Management is required to establish the level of proper experience, skills along with
knowledge which is required to be adopted while successfully performing the job. Job
analysis helps to determine the training and development needs as well as performance
appraisal evaluation of the employees which was not being performed accurately by me and it
led to problems in the organization.
However, from the overall analysis, it can be analyzed that there are few issues which
can affect the overall efficiency of the job analysis process as there is the inclusion of
biasness and lack of cooperation among employees that affects the overall effectiveness of
job analysis process. From the overall analysis, it can be identified that I lacked knowledge in
managing the job analysis appropriately. However, there can be an introduction of aspects
such as proper teamwork and identifying issues which can be beneficial for the growth of the
company. To become a successful job analyst, there should be the inclusion of appropriate
communication skills and understanding the different concerns of employees play a
significant role in improving the process and gain a competitive advantage in the
organization.

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References
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