Job analysis is the process of describing and examining in detail the smallest parts of a particular job. It is the collection, evaluation and organization of information related to all different works within the body of the enterprise (Geylan, 1996).
For the human resources department, it is vital to apply the right job analysis methods and to implement the right methods by determining the effects of the application on productivity for the fulfillment of functions such as workforce planning, hiring the appropriate personnel, determining and providing the necessary trainings, evaluating the performance, determining the wages of the personnel fairly. .
The importance of human resources departments in today's business world is increasing day by day. A properly planned human resources department becomes one of the most important key points in increasing productivity with personalized applications.
Just as every business line has its own internal dynamics, every business has its own managerial principles. The maximum output that can be obtained with less input by using the resources of the enterprise such as capital, land, labor, energy and material is called efficiency in business science.
In order to achieve efficiency in enterprises, the support of software specially prepared for human resources provides an important convenience for the solution of issues such as correct workforce planning, determination of business standards, correct business process management and efficiency.
With Stafik, Turkey's only human resources-oriented software, you can find the support you need on job analysis and productivity issues, as well as on recruitment, performance evaluation, planning in-service trainings and many more.
Job analysis is the measurement of employees according to various criteria with the objective observation method while fulfilling their responsibilities. At certain stages of the process, information is collected by means of interviews, questionnaires and periodically job analysis forms taken from the unit supervisor or the worker.
It is necessary for businesses to manage a healthy business analysis process in order to capture the productivity dynamic.
Information Gathering Methods in Business Analysis
As we mentioned in the previous title, methods such as interviews, surveys and job analysis forms are used in job analysis. Analysis methods and criteria may differ due to the structural differences of the enterprise and the sector in which it is located. For example, while conducting an analysis on the safety parameters and equipment used for dangerous and heavy works, personal abilities and competencies in another business line can be taken as basis.
Although there are a wide variety of job analysis information collection methods, businesses prefer the most common and time-saving method, namely the interview. When the interview method is supported by questionnaires from time to time, it makes it more possible to reach effective results.
The most valuable asset of our age is undoubtedly knowledge. Knowledge is an indispensable power for all of us, both in business science and in almost every subject in life. The information and data obtained during job analysis can be used in many areas within the enterprise. Efficiency, which is also the subject of our article, is one of these areas. For example, if sufficient efficiency cannot be obtained in production, it may be possible to reveal the reasons for this as a result of analyzes made in terms of employee performance, raw material, machinery and other reasons, and take measures to increase efficiency.
Stafik is a software specially designed for the human resources department, which stands out as the most advanced example of its class. It is an excellent choice for incorporating technology into the subject, with analysis modules that you can apply in various choices that will directly affect productivity and ensure that the right person is assigned to the right job by human resources.