THE RELEVANCE OF JOB ANALYSIS AS A PLANNING TOOL FOR HUMAN RESOURCES MANAGEMENT. (A STUDY OF AGIP OIL COMPANY LIMITED PORT HARCOURT)
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ABSTRACT
The research work under review is aimed at the relevance of job analysis as a planning tool for human resources management with Agip Oil Company Limited as a case study. The main objective of the study to assess the extent to which organizations utilize job analysis to create job function, to appraise the level and impact job analysis can create on productivity, How job analysis lead to efficient and effective human resources management and utilization, the need for efficient human resource management in achieving organization goals through job analysis process. In course of this research, adequate method was adopted to obtain both primary and secondary data. And also to analyzed such data that is been obtained, using the Chi-square formula (X2). After the presentation and analysis the data. Findings were made that; organization should at all time ensure that job analysis is given priority in human resources programme, Recruitment/Sellection should be based on the outcome of job analysis report. The researcher also strongly recommends that competent personal should be made to manage the human resources department in every given organization. So as to give room for efficient and effective management of human resources programmes. Finally, if these recommendations are implemented, it will go a long way in enhancing human resources management in business organizations, government agencies and other institution respectively.
TABLE OF CONTENT
TITLE PAGE 1
CERTIFICATION 3
DEDICATION 4
ACKNOWLEDGEMENTS 5
ABSTRACT 6
TABLE OF CONTENT 7
CHAPTER ONE 9
INTRODUCTION 9
1.1 BACKGROUND OF THE STUDY 9
1.2 STATEMENT OF THE PROBLEM 11
1.3 OBJECTIVES OF THE STUDY 12
1.4 SIGNIFICANCE OF THE STUDY 13
1.5 RESEARCH QUESTIONS 13
1.6 STATEMENT OF HYPOTHESIS 14
1.7 SCOPE AND LIMITATION OF THE STUDY 14
1.8 BDEFINITION OF THE TERMS 15
REFERENCES 17
CHAPTER TWO 18
2.1 INTRODUCTION 18
2.2 CONCEPT OF JOB ANALYSIS 19
2.3 USED OF JOB ANALYSIS INFORMATION 22
2.4 METHOD OF COLLECTING JOB ANALYSIS INFORMATION 23
2.5 JOB ANALYSIS PROCESS 26
2.6 BASIC DOCUMENTS OF JOB ANALYSIS INFORMATION 27
2.7 THE NATURE OF HUMAN RESOURCES PLANNING 29
2.8 PURPOSE OF HUMAN RESOURCES PLANNING 30
2.9 RELATIONSHIP OF HUMAN RESOURCES PLANNING TO CORPORATE PLANNING 30
2.10 RELEVANCE OF JOB ANALYSIS 31
REFERENCES 32
CHAPTER THREE 33
RESEARCH METHODOLOGY 33
3.1 RESEARCH DESIGN 33
3.2 POPULATION OF THE STUDY 34
3.3 QUESTIONNAIRE DESIGN 34
3.4 SOURCES OF DATA 34
3.5 SAMPLING AND SAMPLING PROCEDURE 35
3.6 RESEARCH INSTRUMENTS AND METHOD OF DATA COLLECTION 36
REFERENCES 38
CHAPTER FOUR 39
DATA PRESENTATION AND ANALYSIS 39
4.1 DATA COLLECTION AND PRESENTATION 39
4.2 DATA ANALYSIS 40
4.3 HYPOTHESIS TESTING 48
CHAPTER FIVE 53
5.1 DISCUSSION OF FINDINGS 53
CHAPTER SIX 55
SUMMARY, CONCLUSION AND RECOMMENDATIONS 55
6.1 SUMMARY 55
6.2 CONCLUSION 55
6.3 RECOMMENDATIONS 56
REFERENCES 58
APPENDIX I 59
APPENDIX II 60
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In any given organization, be it profit or non-profit establishment, there is need for vacancies to be filled to the adequately analyzed in order to achieve the purpose for which the organization was establish. A personnel manager must rely heavily on knowledge of the existing job structure in developing and administering programs designed to provide effective utilization of human resources within the organization. In part, this knowledge is developed through the process of organization planning.
Organization planning is concern basically with role prescription at the upper level and with defining expected behavior within the managerial hierarchy. Job analysis carries this process down through the rest of the organization planning.
Enormous resources are required to operate and manage an organization. And this resources include; land, labour, capital and entrepreneurs (management). Planning the human resources of an organization is a key responsibility of every senior manager, arguably the most important single resources in people. It is most important because it manages other factors of production such as land, capital, and labour/machine. Therefore, it is justifiable to ensure that a sufficient number, of the appropriate caliber of people are available to the organization in pursuit of its objectives.
Every organization has to make some attempts to acquire, train, redeploy and dismiss employees in the course of its activities. Not all these attempts can be regarded as manpower planning, for they are much too haphazard to be regarded as manpower planning. Human resources planning are also sometimes called manpower planning. Other term used to designate this function are personnel planning and manpower planning?
1.2 STATEMENT OF THE PROBLEM
Some organization are faced with challenges on how to efficiency fill task position with the required kind of personnel. And this to great extent has considerably reduced productivity and lots of man hour and machine hours.
Today, due to inefficient manner of job analysis in organization, most organization are either under employing poor job performance increase in production cost, low productivity and low profit margined.
1.3 OBJECTIVES OF THE STUDY
More especially the study will be guided by the following objectives;
1) To assess the extent to which org
anizations utilizes job analysis to create job function.
2) To appraise the level of impact job analysis can create on productivity.
3) How job analysis lead to efficient and effective human resources management and utilization.
4) The need for efficient human resource management in achieving organization goals through job analysis process.
The result of this research could be useful to both practitioners and academic in the field. To the practitioners, the result will enable them to acquire adequate knowledge on how job analysis could effectively aid human resources management.
To the academician, the research result will provide then with how much job analysis has enabled human resources management to progress and the obstacles that have stood in its progress and probably proffer solutions to the obstacles.
1.4 SIGNIFICANCE OF THE STUDY
The study aims at contributing to the literature in job analysis particularly with reference to human resources. Also, this work on completion will broaden the essence for application of modern job analysis techniques for both public and private sectors respectively.
Also, this work is intended to identify measures to be taken in conducting functional job analysis techniques for corporate organizations and governmental institutions.
1.5 RESEARCH QUESTIONS
In conducting this research, the following questions serve as a guide, and they include;
1) To what extent do organizations conduct job analysis activities?
2) What is the extent of implementation of result/report of job analysis?
3) Do job analysis and human resources management have common relationships?
4) What are the possible ways of enhancing job analysis with a view to efficient and effective human resources management?
1.6 STATEMENT OF HYPOTHESIS
Baridam, (1999:40) defined hypothesis as the statement of the expected relationship between independent and dependent variables saving received background of the problems. These hypotheses have been formulated thus;
H0: There is no significant relationship between job analysis and efficient management of human resources.
H1: There is significant relationship between job analysis efficient management of human resources.
1.7 SCOPE AND LIMITATION OF THE STUDY
Scope: The Scope of the study shall cover method of job analysis as it relate to effective and efficient human resources management. This research work centred on Agip Oil Company Nigeria Limited Port Harcourt. And this to a great extent will include processes of job analysis and low it can enhance organization productivity and high level of profitability.
Limitation: The followings are limitations to the research work.
Finance: Accessing fund for the research work as difficult and this to a great extent limited the quality of research activity.
Time: The time allocated to the research work was not sufficient to give room for further intensive work on the field of study.
Organization Policy: Policies of some of the organization visited limited the level of information received. The personnel of the firms were not willing to give information, stating that it was against the organization’s policy.
1.8 DEFINITION OF THE TERMS
JOB ANALYSIS: Dale Beach (1985) defines job analysis as the process of determining, by observation and study and reporting pertinent information about a specific job.
HUMAN RESOURCES: This is regarded as group of individuals who are recruited, selected and employed in a given organization to perform specific task on salary basis.
HUMAN RESOURCES MANAGEMENT: Thomas Stone (1982) defines it as the process of forecasting future human resources needs of organization so than step can be taken to ensure their need are met.
BUSINESS ORGANIZATION: These are group of individual who comes together for the single purpose of achieving organ-ization’s objectives.