Psychologists have in human resources another branch of specialization with a wide range of possibilities, from the selection of personnel, the development of personnel, executive coaching or professional orientation, among many other functions. One of the most important functions of managers and managers of human resources is the analysis of jobs.
The analysis of jobs is that procedure in charge of establishing the obligations, competencies, skills and requirements that a particular job requires, as well as the type of people that must be hired to occupy said position.
With this definition it seems evident that the knowledge about human behavior that psychology contributes are of utmost importance in interpreting what kind of person and what characteristics would be best to cover a specific position. Therefore, in order to be able to choose the personnel we must know in depth what it is that we want to hire.
The analysis of jobs has a preventive character in the organization of the company with multiple benefits derived.
Many companies are not aware of the preventive nature of such actions for their economies. With the analysis of positions and the correct hiring of personnel will not only end up saving on hiring costs (and layoffs) but also improving the development and planning of the company. A correct classification of the jobs and their tasks is made. Thus, when a person leaves your company, you will immediately know what type of person you need to hire to cover your imminent need, which will make hiring quicker and more efficient.
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That is to say, through a job analysis, relevant information is obtained to elaborate the job description. This description of the position will indicate the tasks, obligations, responsibilities, working conditions, supervisory responsibilities, reports and reports and the techniques or machines used for each case.
At the same time, the position analysis gathers information about the job specifications, which are the human requirements necessary for the position: studies, personality, social skills, certifications, technical skills, knowledge, etc.
The human resources specialist will gather information on the following points:
All this information will then be used in the human resources department for the recruitment and selection of personnel, for remuneration policies and compensation for work performed, training programs and internal training, performance evaluation, meet the equality of Opportunities or what is also very important: discover tasks or obligations that were not previously assigned and which can be corrected thanks to these analyzes. All benefits for business organization.
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References:
Dessler G. (2009). Administración de Recursos Humanos. Pearson Educación: México.