Managing the HR Function paper

The only way an organization can get the right people depends much on the sensible and comprehensible views of the job it has concerning the skills required to accomplish the job as needed. The writing of the person’s qualifications along with the descriptions of the job can make work easier in recruiting the right kind of people for the job. The descriptions for the job should be brief and simple and may involve; the objectives for the job and its title in making certain that the standards of quality reached at and also may involve what the new worker will be doing and what will be used for the work. The person’s qualifications should also be brief and to the point and being linked with the descriptions of the job. It may contain the skills and the experience needed for the job to be done effectively, should not have verbose information but instead should have explicit words.

The job analysis on the other hand can be a useful tool in identifying the physical requirements for job, the required general skills for the job, if there are certain training programs necessary for the job and also if there are previous expertise that may be used as a substitute for the training programs to cut down the costs which may be incurred in the training program.

The combination of the description for the job with the person’s qualifications has been termed as a worth investment in enabling the recruitment and selection of the right kind of people for the job. It is a simple exercise and takes very little time to put together the description of the person and that of the job in question. By so doing helps in comparing the candidates so as to select the best ones whose qualifications match the job description for interview. This also makes it easier to put adverts for the job vacancies which can also be used for interview and choosing process. This can be used later for supervision purposes, developing the staff promotion and similar recruitment exercises in the later years (Arthur 120).