Sanchez & Levine (2000) that erroneous practice of the job analysis may affect other HR activities based on it. Bernardin, (2002) that the collection and processing of job related information and other related tasks and qualifications through job analysis was a base for human resource management (HRM). Job or task is divided into smaller units. Brannick & Levine (2002) defined the job analysis as an organized process whereby nature of a job is discovered.
#SMARTPLS FACTOR ANALYSIS FULL#
The researchers have established co-relationship between organizational performance and job analysis in context to human resource management but the relationship between human resource management practices like job analysis and job performance, the intervening process recruitment, connecting job analysis is yet to be explored in a full flow (Bernardin, 2002).Ĭompanies that regularly conduct job analysis possess a much better knowledge of their strengths and limitations and can take timely corrective action to improve any deficiencies in their skills and job behavior (Clifford, 1994). A regular or proactive job analysis practices help to identify factors that shape the employees' motivation and job satisfaction (Li et al., 2008). Generally, Job analysis is one of the most important activities of human resource management and can perform multi-functions (Russell & Bernardin, 1993). Job analysis, job description, job specification, performance, manufacture company. This paper also shows that employee job analysis can be a powerful tool to enhance organizational performance. The results of this study indicate that the Job Analysis has a significantly affected the performance of the manufacturing company. The data was collected from 73 respondents in PT. This study uses primary data based on the company's employees. In analyzing to measure the relationship is used Structural Equation Modeling Partial Least Squares (SEM PLS). Then, these factors influence organizational performance with six dimensions, namely Job Quality and Quantity, Timeline, Cost Effectiveness, Supervision, and Impact. These factors were derived from several aspects, namely Job Description, and Job Specification. In this study, two factors allegedly affect a Job Analysis of manufacturing companies. *E-mail: study examines the influence of Job Analysis of a manufacturing company. Mulyana Dede Hendri*, Muhyi Herwan Abdul, Rizal Muhamadĭepartment of Business Administration, University of Padjadjaran, Bandung, Indonesia THE INFLUENCE OF JOB ANALYSIS ON ORGANIZATIONAL PERFORMANCE: EMPIRICAL EVIDENCE FROM MANUFACTURER COMPANY IN INDONESIA This study examines the influence of Job Analysis of a manufacturing company. Relevant innovative algorithms will also be made available in SmartPLS within a short time. Here is our (constantly growing) list of all available calculation methods. SmartPLS is the workhorse for all PLS-SEM analyses - for beginners as well as experts