scholarly journals JOB ANALYSIS AS A CROSS-SECTION FUNCTION OF HUMAN RESOURCE MANAGEMENT

MEST Journal ◽  
2013 ◽  
Vol 1 (2) ◽  
pp. 127-135
Author(s):  
Katarina Stachova
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Cross Section ◽  
Job Analysis ◽  
Section Function

scholarly journals The Effect of Job Analysis on Service Delivery in Federal Airports Authority of Nigeria (FAAN) 2005-2014

2019 ◽  
Vol 9 (2) ◽  
pp. 195 ◽  
Author(s):  
Igbokwe-Ibeto, C.J
Keyword(s):  
Quality Of Service ◽  
Resource Management ◽  
Service Delivery ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Commitment ◽  
Job Analysis ◽  
Resource Planning ◽  
Management Tool

The issue of public service delivery has been a high priority subject for organizational researchers and practitioners alike in Nigeria. However, linking human resource management practices such as job analysis that has received considerable attention in developed western countries as a useful human resource planning tool towards improving service delivery in the country is relatively new and requires scholarly attention particularly in the context of Nigerian public sector organizations. Within the framework of New Public Management (NPM) theory, the study examined the effect of job analysis on service delivery in the Federal Airports Authority of Nigeria (FAAN) 2005-2014. The study was guided by two research questions and hypotheses. The study adopted the survey research design. The study relied on primary and secondary data, and multiple stage sampling technique was used to select the sample population.  Pearson Product Moment Correlation Coefficient and Simple Regression Analyses statistical techniques were used with the aid of Statistical Package for the Social Sciences (SPSS) to test the research hypotheses. Findings of the study show that job analysis has a significant effect on employee commitment in Federal Airports Authority of Nigeria at the 5percent levels. There is also a significant relationship between job analysis and quality of service delivery at the conventional 5percent levels. Given the pivotal role that job analysis plays in the 21st century, FAAN should adopt the conduct of job analysis as a basic human resource management tool for proper personnel utilization and improve quality of service delivery. FAAN should through job analysis, identify and develop proper employee commitment scheme, such as training and retraining, and performance review standards that could enhance service delivery. It should also make expertise available to conduct job analysis. This would assist to ensure that all critical aspects such as skills, knowledge and competencies are taken into consideration thereby eliminate the concept of garbage in garbage out. 

scholarly journals INTERNALISASI AGILE ORGANIZATIONS DALAM PENYEDERHANAAN ESELONISASI UNTUK MENINGKATKAN KINERJA PEMERINTAHAN DI INSTITUT PEMERINTAHAN DALAM NEGERI KEMENTERIAN DALAM NEGERI

2021 ◽  
Vol 14 (1) ◽  
pp. 46-69
Author(s):  
Andi Pitono ◽  
Kartiwi Kartiwi ◽  
Adfin Rochmad Baidhowah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Structure ◽  
Human Resource ◽  
Transition Period ◽  
Job Analysis ◽  
Economic Incentives ◽  
Government Performance ◽  
Workload Analysis ◽  
Agile Organizations

growing in Indonesia. Strategic steps for the possibility of internalizing the values ​​of the five trademarks of agile organizations in downsizing bureaucracy to improve government performance at the Institut Pemerintahan Dalam Negeri can be carried out, through mapping the Institut Pemerintahan Dalam Negeri organizational structure containing echelon 3 and echelon 4 positions, changing the organizational structure of IPDN which is simplified, implementing economic incentives and job appraisal requirements, implementing one data, conducting job analysis, workload analysis, and job mapping, implementing flexible financial and human resource management, and preparing for a transition period.

scholarly journals Dawacom Human Resource Management Reality and Ambition

2017 ◽  
Vol 12 (3) ◽  
pp. 62
Author(s):  
Nasser Assaf ◽  
Saleh Saleh Alhusan ◽  
Ahmed El-Qasem ◽  
Mohammad Al Qudah ◽  
Abdelkareem Alzoubi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Health And Safety ◽  
Job Analysis ◽  
Organization Performance ◽  
Performance Training ◽  
Advantages And Disadvantages ◽  
Compensation Systems

This project explores the human resource management (HRM) that’s the organization needs in order to perform effectively and efficiently. Dawacom HRM is the case study of this project, using qualitative approach methodology, and collecting data via researcher observations, experiences, and practices.Through the project we expect to identify Dawacom HRM roles, tasks, objectives, workflow, and manager’s duties. Also, this project explores Dawacom HRM attributes, diversity, job analysis, recruiting and selecting processes, compensation systems, measuring HRM performance, training and developing programs.The project highlighted issues that affect HRM Processes and organization performance such as: health and safety, ethical workplace and fair treatment, global human resource.The project will show Dawacom HRM advantages and disadvantages and how can improve Dawacom HRM by what actions, personnel, cultural things. So, HR team will be able to focus his importance toward those areas.

scholarly journals ANALISIS PEKERJAAN SUMBER DAYA MANUSIA (SDM) PADA LEMBAGA PENDIDIKAN ISLAM

2018 ◽  
Vol 2 (2) ◽  
Author(s):  
Muhammad Rouf
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Climate ◽  
Human Resource ◽  
Planning Process ◽  
Job Analysis ◽  
Management Planning ◽  
Definition Of ◽  
Relationship Of ◽  
Resource Management Planning

Islamic Education Institutions really need to understand the importance of job analysis in its function for good organizational human resource management. If all school leaders apply human resource management, the management of the institution that relies on the figures will gradually shift towards a healthy organizational climate and rests on the work responsibilities of each of its employees. Discussion of this article includes the definition of HR employment analysis, the purpose of job analysis, the importance of job analysis, aspects of job analysis, job analysis techniques, and the relationship of job analysis with the function of human resource management. Job analysis is a systematic review process and collection of information in a systematic and comprehensive about the duties, obligations and responsibilities of employees in an organization, company or school. The purpose of Job analysis is oriented on how the workforce can perform its work effectively, efficiently and professionally. Identification of job specifications is important for teachers and all employees. The development of human resource skills can be done when the employees have done the work process while held regular evaluation. The aspects of human resource management are the output of work, the tasks performed, the structure of salaries, and the competence of the workers in doing their work. Techniques or ways of doing job analysis depend on the needs of the organization itself. However, the most important is the result of job analysis must be accurate and recorded neatly to be used as a reference in the process of human resource management next. Job analysis is carried out in the human resource management planning process. The results can then be used in the decision making of the entire human resource management process.

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