Workforce planning is focused with determining the organization's quantitative and qualitative manpower requirements. One of the most difficult aspects of workforce planning is determining personnel requirements. This information is obtained through work analysis and job design. It's important to grasp the words used in job analysis and job design before diving into the process of job analysis and job design.
Job: A job is a "collection or aggregation of tasks, obligations, and responsibilities that, as a whole, are considered as a regular assignment to specific employees" and is distinct from other assignments. In other words, we term it a "job" when the whole work to be done is split and organised into packages.
Each job has a particular title based on established trade standards within a job; two or more grades may be identified, with the work assignment being rated according to skill, complexity, or quality of workmanship. As a result, a position is defined as a "collection of activities and obligations routinely allocated to one individual," but a job is defined as a "group of positions with substantially the same duties, responsibilities, skill, and expertise." A position is a set of responsibilities that is allocated to a person.
Task: A task is a specific job activity that is carried out for a certain goal.
Duty: It is a collection of chores.
Position: It refers to one or more responsibilities carried out by one individual in an organisation. There are at least as many positions as there are employees in the company; however, vacancies may result in more positions being created than employees.
Job: The term "job" refers to a specific position inside an organisation.
Job Family: A job family is a collection of two or more occupations that, according to job analysis, need comparable worker qualities or have parallel work activities.
Occupation: This is a term that refers to a collection of jobs that are comparable across businesses.
Career: A person's career is defined as a series of roles, jobs, or vocations that he or she has had during his or her working life.
Job Analysis
Creating an organisational structure necessitates the creation of positions that must be filled. Job analysis is the process of determining the responsibilities and characteristics of occupations, as well as the kind of individuals who should be employed for them. It gives you information about work needs, which you may use to create job descriptions and specifications.
Job analysis is the process of examining the operations, responsibilities, and organisational elements of occupations in order to provide specifications, or job descriptions, as some call them.
As a result, job analysis involves deciding the nature of a job (job description) as well as the characteristics of the most likely job holder (job specification).
