As another example, there may be an emergency in the establishment. It would take too long for management to communicate with staff through the official lines of communication as shown on the organisational chart but the grapevine will pick up on the crisis, and deal with it instantaneously. An effective manager accepts the presence of the grapevine and learns to use it to their advantage by tapping into it, using it and supplying it with information. 1.7 Introduction A standard requirement as part of staffing practice in every establishment should be to undertake a job analysis for every position identified on the organisational chart. This Section identifies what a job analysis is, why they are done and how to do them. defined – A job analysis is the gathering all the relevant facts, details and information about a job. It is done to: Identify all the tasks and duties involved in carrying out the job in question Determine and describe how all those tasks are linked together and executed Identify the precise nature of the skills, qualifications and experience needed to do the job. The job analysis also identifies peripheral but vital issues such as: Authority limits of the job of authority – Operational relationships between the job and other departments/jobs Positional responsibilities accompanying the job. Why undertake a job analysis?
As another example, there may be an emergency in the establishment. It would take too long for management to communicate with staff through the official lines of communication as shown on the organisational chart but the grapevine will pick up on the crisis, and deal with it instantaneously. An effective manager accepts the presence of the grapevine and learns to use it to their advantage by tapping into it, using it and supplying it with information. 1.7 Introduction A standard requirement as part of staffing practice in every establishment should be to undertake a job analysis for every position identified on the organisational chart. This Section identifies what a job analysis is, why they are done and how to do them. – defined A job analysis is the gathering all the relevant facts, details and information about a job. It is done to: Identify all the tasks and duties involved in carrying out the job in question Determine and describe how all those tasks are linked together and executed Identify the precise nature of the skills, qualifications and experience needed to do the job. The job analysis also identifies peripheral but vital issues such as: Authority limits of the job – of authority Operational relationships between the job and other departments/jobs Positional responsibilities accompanying the job. Why undertake a job analysis?
TM_Recruit_&_select_staff_refined.docx