BUSI 443 Job Analysis Project: Training and Development Report

This report presents a job analysis project focused on training and development, crucial for identifying and evaluating job requirements. It begins with an introduction explaining the significance of job analysis in aligning employees with specific roles and the importance of training in enhancing skills and knowledge. The core of the report is an annotated bibliography comprising three sources. Nasri (2015) emphasizes the need to align training objectives with organizational needs and employee skill gaps. Martin, Kolomitro, and Lam (2014) review various training methods, including on-the-job and off-the-job techniques. Dhar (2015) highlights the positive outcomes of training, such as improved productivity and employee commitment. The report also includes references to key sources on job analysis and HR management, such as Landau & Rohmert (2017), Morgeson, Brannick & Levine (2019), and Saks (2015). This project is designed to provide a foundational understanding of job analysis and its practical application in training and development within an organizational context.

Running head: JOB ANALYSIS PROJECT: TRAINING AND DEVELOPMENT
JOB ANALYSIS PROJECT: TRAINING AND DEVELOPMENT
Name of the student
Name of the University
Author note

1JOB ANALYSIS PROJECT: TRAINING AND DEVELOPMENT
Topic: Training and Development
Introduction
The process of job analysis entails the processes to identify and evaluate the activities,
attributes and requirements of a job (Landau & Rohmert, 2017). Such an analysis provided
the organization with the necessary information on the consideration of employees to
determine the best fit for a specific job (Morgeson, Brannick & Levine, 2019). Training and
development of the employees or candidates for a job is an important aspect that aids the
individuals to evaluate their strengths and weaknesses. It further enables the individuals to
acquire the skills, attitude and knowledge required to perform the tasks encompassed in their
expected job roles (Saks, 2015). The annotated bibliography will further provide a study of
the various aims, techniques and outcomes of training and development pertaining to job
analysis.
Annotated Bibliography
Nasri, N. (2015). Personality Traits: Does Influence Training Transfer?.
According to Nasri (2015), the initial purpose of training the employees involves the
identification of the objectives of such a process. This requires the Human Resource
Management System to design a development plan to assess the present and future needs of
the organization, so that the employees may be trained accordingly. Furthermore, the
requirements of the employees also need to be analyzed pertaining to the current skills
possessed by the individuals for the job and the scope of its development through the training
procedure. The benefits of such a training process includes optimization of employee
performance along with the increased ability to adapt to organizational changes in the future.
However, the developmental process focuses on the training of the employees on not only
skills pertaining to the job but also their overall knowledge about the market and industry.

2JOB ANALYSIS PROJECT: TRAINING AND DEVELOPMENT
Martin, B. O., Kolomitro, K., & Lam, T. C. (2014). Training methods: A review and
analysis. Human Resource Development Review, 13(1), 11-35.
According to Martin, Kolomitro and Lam (2014) there are several methods applied by
the Human Resource Management System of an organization for the purpose of training
employees. The various techniques utilized for the training of employees include on job
training methods, understudy, job rotations, training through special projects, committee
assignments, coaching and off-job methods through special lectures and courses, seminars
and conferences, programmed learning and behavior modeling. The on job training methods
provides instructions to the employees regarding the development of their knowledge and
skills through the performance of activities and processes within the organizational scope. On
the other hand, the off-job training processes involve the employees to concentrate on the
objectives of their training beyond the scope of the workplace.
Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of
organizational commitment. Tourism Management, 46, 419-430.
According to Dhar (2015), the outcomes of training the employees to fit the
requirements of their job roles includes several aspects. The aspects include the maximization
of productivity of the organization through the improved performance of the employees.
Moreover, adequate training also results in the uniformity of business activities and
procedures. Improvement of overall skills and development of knowledge further enables the
innovative and creative skills of the employees, thereby enhancing their morale and
commitment to the organizational objectives and goals.

3JOB ANALYSIS PROJECT: TRAINING AND DEVELOPMENT
References
Landau, K., & Rohmert, W. (Eds.). (2017). Recent developments in job analysis (Vol. 24).
Taylor & Francis.
Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2019). Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Saks, A. (2015). Managing Performance Through Training & Development, (Canadian ed.).
Nelson Education.