Job Description, Job Analysis, and Job Evaluation are fundamental concepts and techniques within the managerial function of Staffing and the broader discipline of Human Resource Management (HRM). These processes are essential for ensuring that an organization, including a library or information center, has competent employees who are selected and developed to accomplish its objectives.
Job Analysis
Job analysis is the foundational activity that precedes job description and evaluation. It is a systematic process for understanding the requirements of a job.
- Definition: The sources define job analysis as "The process of determining the skills and knowledge required for performing jobs in the organisation".
- Purpose and Application: It is a key technique used to qualitatively assess an organization's manpower requirements. As part of Human Resource Planning (HRP), job analysis is essential for specifying the requirements for each task and position within the library. The information gathered through job analysis is used for staff selection and evaluation.
Job Description and Job Specification
The process of job analysis results in two important documents: the job description and the job specification.
- Job Description: This is a formal document that outlines the specifics of a particular job.
- Definition: It "provides information regarding the tasks, duties and responsibilities of the job".
- Application: In a library setting, a job description is used to provide details for advertisements when recruiting personnel. It forms the basis for assessing human resource needs by clearly defining what each position entails.
- Job Specification: This document focuses on the qualifications required of the person who will perform the job.
- Definition: It is a "statement of the minimum acceptable qualifications that a person should possess to perform a particular job".
- Application: It is derived from the job analysis and is crucial during the selection and recruitment process to match candidates against the job requirements.
Job Evaluation
Job evaluation is another important HRM technique used in libraries and information centers. While the sources do not provide a direct definition, they place it in the context of motivation and qualitative assessment of personnel needs.
- Purpose and Application: Job evaluation is used to assess the relative worth of different jobs within the library to the organization as a whole. This assessment is crucial for creating a fair and logical salary structure. By ensuring that remuneration is appropriate for the responsibilities and skills required, job evaluation contributes directly to employee motivation and job satisfaction. It is also considered a technique for the qualitative assessment of human resource needs.
Related Concepts
The sources also mention two related concepts that are part of the staffing function:
- Job Enlargement: This involves making "changes in the scope of a job so as to provide greater variety to the worker".
- Job Enrichment: This involves making "basic changes in the content and level of responsibility of a job so as to provide greater challenge to the worker".
In summary, these HRM techniques form an interconnected process. Job analysis is the starting point that provides a deep understanding of a job's requirements. This understanding is then formally documented in the job description and the job specification. Finally, job evaluation uses this information to determine the job's value to the organization, which is essential for fair compensation and employee motivation. These practices are vital for the effective staffing and management of libraries and information centers.