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Introduction 3
Job Analysis 3
Job Description 4
The Importance of Job Analysis and Description in HRM 5
Reflections 7
The Design of Job Analysis Questions 8
Job Description of Senior International Salesperson 8
References 10
Appendix I 11
Interview questions of Job Analysis 11
Appendix II 13
Job Description 13

Introduction

This portfolio is made to explain the scope, importance and implementation of job analysis and description in human resource management. It starts with the definitions and importance of job analysis and description, followed by the discussion about their relationship and attribution to well-constructed human resource management. This portfolio has taken the position of senior international salesperson as an example to explain how to scheme and implement job analysis and description in a practical and real business situation. Accordingly, job analysis questions have been complied and enclosed at the end of this portfolio. The job description of senior international salesperson has been tried to demonstrate, too.

Job Analysis

Researchers of human resource management (HRM) have described job analysis from difference perspectives. For instance, it could be seen as a concrete HRM practice: a basic HRM activity that focuses on discovering the job content, the job requirements and the job context (Stone, 2006). Here it works as a tool to discover two important aspects about the job. On one hand, it systematically investigates all the tasks, duties and responsibilities of a job; on the other hand, it identifies what the job needs from the worker, including the necessary knowledge, skills, experience, tacts to deal with the relationship with other jobs, the working conditions, personal characteristics, the personal abilities to achieve high work performance (Stone, 2006). However, it could be seen as a series of activities. “Job analysis covers a host of activities, all of which are directed toward discovering, understanding, and describing what people do at work” (Brannick & Levine, p.36). It does not only cover the investigation activity but also the efforts toward discovering, describing and even understanding the job-related contents. Some researchers focus on one of its functions of identifying and matching the characteristics of the position and the worker, declaring it to be a crucial HR function as it builds up the extent to which characteristics of a position are job related (Shetterly & Krishnamoorthy, 2008). In this opinion, it is critical for the HR manager to evaluate the job relatedness of a position’s characteristic when making personnel related decisions (Shetterly & Krishnamoorthy, 2008). To be specific, job analysis helps the HR manager understand the characteristics of the position so that they are able to make the right personnel decisions related to this position according to their understanding to the position’s characteristics.

References
Aguinis, H., Mazurkiewicz, M. D., & Heggestad, E. D. (2009). Using web-base frame-of-reference training to decrease biases in personality-based job analysis: An experimental field study. Personne本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。