150 Human Resources Management for Public and Nonprofi t Organizations
to perform a job successfully and make judgments about the nature of a
specifi c job. This analysis identifi es a job ’ s activities, behaviors, tasks, and
performance standards; the context in which the job is performed; and the
personal requirements necessary to perform a job, such as personality,
interests, physical characteristics, aptitudes, and job - related knowledge and
skills. Each position is also analyzed in terms of its relationship to other
positions in the organization.
Chapter Two emphasized the need for human resources management
(HRM) departments to assist their organizations in improving organiza-
tional effectiveness. Strategic job analyses are integral to strategic human
resources management (SHRM) planning. Strategic job analyses recog-
nize that most jobs will not remain stable but will change to meet future
demands.
Job analyses provide the foundation for most HRM activities. Follow-
ing is a brief introduction to each area of activity:◆◆◆Recruitment and selection. Job analysis identifi es the KSAOCs required
for each position. It identifi es the minimum education, certifi cation, or
licensing requirements. It also identifi es the essential tasks and responsi-
bilities of the job. This information identifi es the skills of the people the
agency recruits and hires. A job analysis is critical when an organization
uses preemployment examinations for selection and promotion. Tests
must be job related; the knowledge, skills, abilities, personality variables,
and constructs to be tested need to be identifi ed through an up - to - date
job analysis. An organization does not know what knowledge, skills, and
abilities to test for unless it knows what competencies are required for
successful performance.
Developing compensation systems. Compensation is typically related to
a job ’ s requirements, such as education, the skills and experience needed
to perform the job, and whether the employee is working in hazardous
conditions. A job analysis provides a standardized procedure for system-
atically determining pay and other benefi ts across the organization. It
provides all employees with a basis for gaining a common understanding
of the values of each job, its relationship to other jobs, and the require-
ments necessary to perform it.
Human resources planning, career development, and training. Job analysis
information can help employers design training and career development