Organisational growth and sustainability is dependent on the entity’s senior staff ability to engage in long-term-planning. It is very common for most firms, usually in their inception stages, to fall into the pitfall of operating their entities on an informal basis. This standpoint has dire consequences for the business establishment and may explain why most small businesses never make it beyond the start-up phase and established firms cannot anticipate changes are that crucial for surviving turbulence of the modern business world within their environments.
The job analysis process is a scientific process which culminates into a well-designed corporate structure with well-defined job functions and roles ensuring transparency in terms of the expectations of the role. It is an integral part of the overall corporate planning process and results in the conceptualisation of job descriptions and job specifications. It is a precursor and a catalyst for all human resources activities in the organisation. It will assist the corporation with making sound business decisions pertaining to, inter alia, hiring, skills development, compensation, performance management, employment relations, etc.
At STADI we pride ourselves in being one of a few people’s professions firms that still appreciate the empirical approach involved in conducting a job analysis process. This is achieved by:
– Engaging and empowering employees in the process
– Conducting a systematic study of all jobs in the organisation
– Determining method(s) of data collection
– Collecting job information
– Processing information into job descriptions and job specifications
– Designing/redesigning jobs
– Developing/redeveloping organograms
– Reviewing and updating the job analysis process