Final Project: Job Analysis Importance in Human Resources Selection

This report delves into the critical role of job analysis within the human resources department, emphasizing its significance in selecting the right employees. The report highlights how effective job analysis ensures alignment with organizational standards, customer expectations, and market trends. It underscores the impact of selecting skilled and experienced employees on productivity, product quality, and overall company performance. The analysis covers the steps involved in job analysis, the importance of employee satisfaction, and the ability to adapt to market demands through strategic workforce planning and development. The conclusion reiterates the importance of a well-executed job analysis process for gaining a competitive advantage and maintaining strong market positioning. This document is available on Desklib, a platform offering students access to past papers and solved assignments.

RECRUITMENT AND
SELECTION

TABLE OF CONTENT
INTRODUCTION.......................................................................................................................................3
Explain the importance of job analysis in human resources selection.........................................................3
CONCLUSION...........................................................................................................................................4
REFERENCE..............................................................................................................................................5

INTRODUCTION
Human resource is a very important department in any organization because they are
responsible for getting in right employees who are going to help the business to maintain the
standards and expectations of the company. The further report is going to discuss the importance
of job analysis in an organization by the human resource department.
Explain the importance of job analysis in human resources selection
It is very essential for the human resource management department to analysis the job
analysis of the candidates which are coming in the organization because they have to match the
standards and the expectations of the organization (Rodrigues and et.al., 2018). It is very
essential for the organization to have a strong workforce and getting in employees who are not
skilled and experienced is going to make the productivity of the organization fall. There are
standards which all the businesses have for themselves in the market which needs to be
maintained so that they can have an effective functioning and high profit margins. Organizations
have to understand the customer’s trends, expectation and needs from the organization so that
they can fulfill them which are going to help the company have a better reputation in the market.
There has to be a selection for youth so that they can understand the trends and the demand of
the customers easily. There are new ideas and innovations which can be done in the company
which is going to make the sales of the organization increase.
Getting in inexperienced employees in the organization is going to make the company
have a lower productivity level and the standards and quality of the products will be
compromised upon. In a job analysis there are a lot of steps which are followed by the human
resource for the selection of the right candidate which is why it is very important for the
company to have a better functioning and a plan for themselves. Getting in the right candidate is
going to make the employees also satisfied which s going to make them give their personal best
in the organization. This factor is going to raise the productivity and the company will be able to
globalize themselves or they will be able to have a strong grip on the market they exist within
(dos Santos and et.al., 2017). There is going to be planning in the organization according to the

employees and the productivity they have in the organization. If the demand is high then there
will be more employees which will be hired and who are skilled so that the productivity of the
organization can be maintained. There is a reputation which all the businesses have in the market
for themselves which needs to be maintained so that there is a better functioning and the
company will be able to achieve their targets from time to time.
There is training and development which is provided by the human resource department
to the employees who are selected in the organization so that the standard and quality of the
products are matched. It is very essential for the organization to have a better functioning of
business so that there is a competitive advantage which the organization can get. There are a lot
of place where there is a requirement for the employees to take decisions for the functioning of
the company and if the human resource does not analysis the job analysis then they will not be
able to get the right employees and the company will not be able to function effectively (Holm
and Haahr, 2019). The employees should be good at taking command and they should have good
information in the organization so that there is a better functioning of the organization. There are
strategies which are followed in the organization so that there is a better functioning of the
organization so that the company can have better functioning which is going to help the company
to have better communication in the market and be able to achieve their targets on time.
Therefore it is very important human resource department to be able to have a better experience
with analysis of selection process in the organization.
CONCLUSION
From the above report it can be concluded that it is very important for the organization to
have effective productivity and operations in the market so that they can get a competitive
advantage. The competition is increasing the market which is why it is very important for the
company to get in the right workforce so that the productivity can be improved and the
customers can be satisfied with the organization.

REFERENCE
Books and Journals
dos Santos, N.R and et.al., 2017. Ethics in recruitment and selection. The Wiley Blackwell
Handbook of the Psychology of Recruitment, Selection and Employee Retention. pp.91-
112.
Holm, A.B. and Haahr, L., 2019. E-recruitment and selection. In E-hrm. Routledge.
Rodrigues, A.C and et.al., 2018, May. Recruitment and Selection in different Portuguese Sectors:
How is It Performed? Does Gender Matter?. In VIII Congreso Internacional de
Investigación e Intervención en Recursos Humanos: Salud Ocupacional, Tecnología y
Talento.