There are many functions of Human Resource Management, one of the most integral parts revolves around the process of acquiring human capital and the methods used to retain, motivate, and compensate employees. There are many factors involved in the overall process, to include the following: a job analysis, recruitment and selection, hiring the best candidate, evaluating and compensating them appropriately. Each part of the process affects the other, from ensuring that you have an accurate job description to determining the appropriate level of compensation.
The beginning of the process of hiring a new employee starts with an analysis of the job description for the position that is open. It is critical that the hiring manager collaborate with the Human Resource staff to review the accuracy of the job description (to include the title of the position), the current responsibilities/duties and also any particular requirements. These requirements could be skills, a certain level of education or specific physical abilities (i.e, lift 50 pounds). The job analysis gives the manager an opportunity to look at each task statement in the job description and then determine the level of knowledge, skill and ability (KSA) that is required for each task statement. The KSA and task statements must be included in the job description and it is important the task statements are concrete and specific and that the KSA’s demonstrate the level of skill and abilities required for the position.
There are various methods to aid the job analysis process and one of these is to utilize the O*NET, which is the Occupational Information Network that lists many detailed job descriptions. This may help develop task statements, KSA’s and assist in the comparison of duties. Another method to assist in the process is the Position Analysis Questionnaire (PAQ). This questionnaire consists of 194 items that are assembled into six categories. The purpose of this tool is to determine whether certain tasks are applicable to the role that is being analyzed. It also looks at the frequency that tasks are performed in the position. Although the PAQ is a relatively well known tool in the Human Resource industry, it is not without its problems. It requires an advanced level of reading (college graduate level) in order to complete it, as well as training in how to complete the questionnaire. The type of analysis that is done is dependent on the level and complexity of the position and may simply consist of a detailed review instead of using the O*NET or PAQ.
Once the job analysis process has been completed, the next step is to create a job ad, develop a recruitment plan and then determine the selection methods. The first part of this process is the creation of a job ad that will advertise the position and provide basic information. It should include all of the KSA and task statements that were in the job description and also contain background information of your...