3cja

In: Business and Management

Submitted By jmelsdon
Words 1471
Pages 6
| CIPD Foundation Level |
|Contributing to the Process of Job Analysis |
| |
|Unit: 3CJA |
| |

|Author: Janet M. Elsdon |
|06/04/2016 |

Contents

1. Introduction

2. Information

3. Findings

4. Conclusions

5. Recommendations

6. Bibliography

Contributing to the Process of Job Analysis

Activity 1: Written report (Assessment criteria: 1.1 & 1.2)

Section 1: Introduction

1.1 This report will cover the following points: firstly, it will explain the principles and purpose of job analysis. Secondly, it will compare and contrast 3 different methods of job analysis

Section 2: Process

2.1 The information in this report was collated using class notes, text books, and internet sources.

Section 3: Findings

3.1 Understanding the fundamentals of organisation design

“The organisation design professional ensures that the organisation is appropriately designed to deliver organisation objectives in the short and long-term and that structural change is effectively managed”. (URL9)

3.2 Understand the need for job analysis

Job analysis is an important tool to enable the organisations to implement its’ strategic plan.

The concept of job analysis is that the analysis is of the…...

Similar Documents

Hr Contribution to Job Analysis

...Bury College CIPD CERTIFICATE IN HR PRACTICE Tutor: Bev Sutherst 3CJA ASSIGNMENT Contributing to the process of job analysis 1- Introduction This report aims to explain the purpose and principles of job analysis and the reasoning behind it. The report will describe the methods used and explore the advantages and disadvantages of these methods. It will give details of a job analysis plan and how it was carried out. It is good practice to carry out a job analysis to contribute to the recruitment for the right candidate for the role also for evaluating and determining the value of the job to the company. The company this report is based on is Alan Howards a Hair and Beauty Wholesalers in Oldham. The company has been established for over 25 years with 22 branches in the North West and supplies Professional Hairdressers and Beautician with products and materials at trade prices, the company also offers a delivery service to salons twice a week. The company currently employs 3 full time staff members and 1 part time staff member. This report aims to help with the recruitment for a full time senior sales assistant to temporarily cover a current colleague as she prepares to go on maternity leave, the employee has been with the company for 3 years and this report will show how the job role has changed helping to develop an accurate job description for the job advertisement. The role of a senior sales assistant within the company is to serve......

Words: 1598 - Pages: 7

Contributing to the Process of Job Analysis

...Certificate In Human Resource Practice Assessed Coursework Cover Sheet Student Name : Nora Yusof Unit Title: Contributing to the Process of Job Analysis Unit Code: 3CJA Coursework Component: Written Date of Submission: 27/02/2016 JOB ANALYSIS Job is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis provides the information such as knowledge, skills and abilities (KSAs) required to perform a job, duties and responsibilities involved, education qualifications and experience required and physical and personal competencies required to perform to a job in a desired manner. An important concept in a job analysis is that it is an evaluation of the job, not the person doing the job. The final product from a job analysis includes a thorough understanding of the essential functions of the job, a list of all duties and responsibilities, a percentage of time spent for each group of tasks, the job’s relative importance in comparison with other jobs, the knowledge, skills and abilities (KSAs) needed to perform the job, and the conditions under which the work is completed. Purpose of Job Analysis The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as recruitment and selection, deciding compensation and benefits packages, assignment of duties, performance appraisal and analyzing training and......

Words: 1481 - Pages: 6

3 Hrc Workbook

...Certificate in Human Resource Practice – 28 unit credits are achieved • Foundation Diploma in Human Resource Practice – 37 unit credits are achieved Foundation Units Code Level Name Credit value My Choice Core units 4DEP Develop yourself as an effective HR or LD practitioner 4 4 4 3HRC Understanding organisations and the role of human resources 3 4 4 3RAI Recording, analysing and using human resources information 3 2 2 Optional units for the Certificate in HR Practice 3RTO Resourcing talent 3 6 3MER Supporting good practice in managing employment relations 3 6 3PRM Supporting good practice in performance and reward management 3 6 3CJA Contributing to the process of job analysis 3 3 3SCO Supporting change within organisations 3 3 Optional units for the Certificate in HR Practice maximum of 6 credits from the LD units 3LNA Undertaking a learning needs analysis 3 3 3PDL Preparing and designing learning and development activities 3 3 3DLA Delivering learning and development activities 3 6 3ELA Evaluating learning and development activities 3 3 3DCS Developing coaching skills for the workplace 3 3 3DMS Developing mentoring skills for the workplace Select from the optional units to build your credit to a total of 28 or more including mandatory units 3 3 3HRC © Cullen......

Words: 7268 - Pages: 30

Contributing to the Process of Job Analysis

...CIPD Level 3 Certificate in Human Resource Practice Module: 3CJA Contributing to the Process of Job Analysis By: Emma Matthews Contributing to the Process of Job Analysis (3CJA) Activity One The purpose of a job analysis should be to determine what the ‘job holder’ is expected to do and how the job should best be performed. It will also help decide what skills and qualities are required of the person who is to perform the job. By undertaking this process, the analysis will have a better understanding of things such as staffing levels, productivity, any adjustments that need to be made, and performance appraisals. Job analysis plays a major role in organisations and it is important to remember that it is an analysis of the job and not the person. Job analysis is also important when it comes to the selection process as this will be based on the job description which should be written from the job analysis provided. There are several methods in which a job analysis can be carried out. These could be; interviews, questionnaires and observation and all methods have their advantages and disadvantages. Interviewing the incumbent(s) The interview method of gathering information needs to be carefully structured and conducted in an open and transparent manner. They are a good way of obtaining valuable information, however the interviewer must have a rapport with the interviewee to feel comfortable enough for them to openly discuss their job......

Words: 1327 - Pages: 6