Position Analysis

Position Analysis

I. BACKGROUND
Bureaucratic organizations are faced with growing public expectations tinggi.Agar bureaucratic organizations are increasingly able to work in a professional, effective and efficient, it would require a complete and comprehensive mapping of all the information office of the organization known as the Job Analysis. Through the mapping will obtain accurate information to develop programs and activities of personnel resources management structuring, institutional, management and planning of education and training.



Job analysis is a fundamental way in the management of human resources to gain a thorough and complete picture about a job position, then menyadurnya into a format that makes it easy to understand accurately the information about the positions in the organization, as well as designing programs and activities structuring and improving the competence of the post office.
Job analysis is done carefully will produce approximately 17 positions accurate information, and then can be used as feedstock for the process of human resource management, such as job evaluation, recruitment and selection, performance management, competency and training preparation.

II. PURPOSE

The purpose of the Job Analysis, among others:
Institutional objectives
Position analysis can be used for institutional purposes, among others:
Preparation of the new organization.
Completion of the organization that exists today.
The review of the allocation of duties, powers and responsibilities of each office.
Completion of the functions of each office.
Destination Management Personnel
Position analysis can be used for employment purposes, among others:
Improvement of the system of recruitment / selection of employees.
Important information office assessment.
Preparation of career (Career Planning).
Completion of the pattern of mutation / promotion / rotation.
Improvement of employee training and education programs.
Destination management
Position analysis can be used for management purposes, among others:
Drafting and refinement of standardization work and means of work.
Preparation and improvement of systems and procedures.
Drafting and refinement of methods and analysis of management jobs.
III. OUTPUT
Output (output) this activity is Job Analysis document that contains the map positions and as many as 17 Position Information Position Information, including details of the duties, authority, work experience, terms of office, work, work materials, competence, and others.


IV. RESULTS

The results (outcomes) of the Job Analysis, among others:
The main input for institutional arrangements (drafting, development, refinement unit and working procedures of the organization's relationship), the arrangement of personnel (procurement, administration and career) and structuring of management (systems and procedures).
Align education and training with the needs of human resources.
Improve measurement accuracy and accountability of job evaluation as a basis for calculating benefits of employee performance.

ARTIKEL Kami