Job Analisis

TEREZA FRANCISCA ASDRUBAL SOUSA

ASSINMENT 1- WORKING WITH AND LEADING PEOPLE

STUDY GROUP: ACCOUNTING 1

TUTOR: BRENDA COX

Introduction

This portfolio has been compiled to summarize the recruit and select process, included the explanation and examples about Job analyse, Job description and personal specification, there are regulatory and ethical issue was well. In this text there are , also, documentations to select a new member of staff.

Task 1

Job Analysis

Job analysis is primary tool in personnel management. It is a formal process of identifying, collection and setting information about a job and which attribute is necessary and required for do a specific job. The personnel manager tries to put right man on right job.

There are informations that must be contain in a job analysis:

Job purpose : This means, what the job functions and has to be in agreement with the context of the organisation as a whole.

Job content: What is expected to do, in the other words, job content is the Duties and responsibilities.

Accountabilities: This is the result that was expected of the job function.

Performance criteria: These are the criteria for analise how good you are at the job, for example, the timeliness and accuracy of you work.

Responsibility: This is a job´s importance, for example, if a job decision involves a lot of money for the organization is more important.

Organization Factors: Who does the jobholder report to directly.

Developmental factors: This involve promotion paths.

Environmental factors: This involve work condition and security.

Several techniques should be used to complete an effective job analysis, Firstly is obtain documentary information, for main task, e.g. procedures manuals. The follow one is general aspects such as the job´s purpose, what are the key activities; what relationships does the job have with other...