Job analysis refers to the process of analyzing the skill requirements and the roles and responsibilities associated with a particular job. Job analysis is important for developing accurate job descriptions and job specifications so that eligible candidates can be attracted for the vacant job positions. Considering this fact, it can be said that the job analysis plays an important role in hiring eligible candidates to the vacant positions of an organization (Guest, 2017). The automobile companies of Australia also need to recruit highly skilled technicians and workers in order to develop high quality products and to deliver good quality services to the customers. Besides this, the automobile companies in Australia often implement innovations in their products and business processes and for this reason; the organizations need to hire highly skilled employees so that they can manage their operations effectively (Wu et al. 2019). Considering this fact, it can be said that the auto companies of Australia need to use effective methods of job analysis in order to identify the skills requirements and the responsibilities related to their vacant positions and in this process it might become easier for them to hire eligible and enough skilled candidates to their vacant positions.
Besides managing recruitment and hiring processes, job analysis is also important for an organization to design effective training and development sessions for the employees of the organization. As per the point of view of Stone et al. (2020), when the human resource officers of an organization properly understand the roles and responsibilities associated with a particular job position and the skill requirements for performing those responsibilities, then only it becomes possible for the them to design effective training and development sessions for enhancing the skills of the employees. Training and development sessions organized by a company can play an important role in enhancing the knowledge, skills and competencies of the employees and thus the employees develop the required skills for performing their roles and responsibilities effectively (Delery and Roumpi, 2017). From this perspective, it can be said that the proper job analysis is also important for designing effective training and development sessions of the organization. In addition to all these things, job analysis is also important for performance review and performance appraisal of the employees of the auto companies of Australia.
According to Budd (2018), when the human resource staffs of an organization can analyze a job and can also understand the responsibilities associated with the job, they can develop effective performance goals and key performance indicators for reviewing the performance of the employees systematically. The performance targets and the key performance indicators can be used for reviewing the performance and after reviewing the performance; rewards can be provided to the employees for motivating them and for retaining them for long term. It has been revealed in studies that when the employees of an organization get appropriate rewards and motivation instead of their efforts, they become more interested to perform their roles and responsibilities effectively (Bratton et al. 2017). In this context, it will not be wrong to say that proper job analysis is also important for performance appraisal and employee motivation and both are essential for managing the performance of the employees in that organization. Similarly, performance appraisal is also important for retaining skilled employees for long term. Considering all these fats, it can be said that the job analysis can be applied for managing various aspects of human resource management like recruitment and selection, training and development of employees, employee motivation, performance review and performance appraisal and employee retention also.
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