BSMH2013 Human Resource Management

Semester Session 2023/2024 (A232)

Lecture Group : H
Group : F
Group Number : 5
Group Written Report
HR Function: Job Analysis
Title: Job analysis:
Tittle: Investigating the Integration of Job Analysis with Diversity, Equity, and
Inclusion (DEI) Initiatives

Prepared For: Dr. Aminullah Abdulrasheed Abdullah

Prepared By :
Ko Xin Jie (297683)
Muhammad Ruzaini Bin Ahmad Tarmizi (297699)
Nur Soffiyana Jasmi Binti Jamil (297715)
Nur Aishahtul Atikah Binti Roslan (297727)
Nuraisya Aleya Binti Mohd Akbal (297745)

Date of Submission :
Week 7

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 TABLE OF CONTENT

DESCRIPTION PAGE

1.0 Introduction Of HRM 3

2.0 Description Of One Emerging Trends 5

3.0 How Integration Of Job Analysis with Diversity, Equity, and Inclusion (DEI) 8

Initiatives Would Benefit to HR Functions

4.0 Strategies To Improve HR Operation And Enhance Organizational Efficiency 10

5.0 Conclusion 12

6.0 References 13

7.0 Appendix 15

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1.0 INTRODUCTION OF HRM

DEFINITIONS OF HUMAN RESOURCES MANAGEMENT IN RELATION TO DEI

Human resource management (HRM) is about finding, hiring, and managing a company's

workers. It includes tasks like recruiting, training, evaluating, and paying employees so they

are motivated to reach their own goals and the company's goals. The HR department of a

company is in charge of creating and enforcing rules for workers and managing the

relationship between the company and its employees. HRM is all about managing employees

to help the company succeed and maintain its culture. HR managers who are good at

managing people can help find and hire new employees with the right skills to help the

company achieve its goals.

To investigate how job analysis and Diversity, Equity, and Inclusion (DEI) initiatives

work together, it's important to understand why incorporating DEI principles into job analysis

is so important. Job analysis is the process of gathering information about a job, documenting

what it entails, and analysing the requirements. This process plays a key role in making sure

recruitment is fair and inclusive. When job analysis is aligned with DEI initiatives, organisations

can promote diversity, equity, and inclusion in their workforce.

Integrating job analysis with Diversity, Equity, and Inclusion (DEI) initiatives means

combining the structured process of job analysis with the values of promoting diversity,

fairness, and inclusivity at work. By including DEI principles in job analysis, companies can

define job needs clearly, remove bias, and attract a varied group of skilled candidates. This

blend aims to establish a workplace where all people feel valued, treated with respect, and

free to share their own thoughts and skills, nurturing a culture of diversity, equity, and inclusion

in the organisation.

Diversity, Equity, and Inclusion (DEI) are crucial topics in HRM discussions today.

Companies are releasing the significance of building diverse and inclusive workplaces, not

just for ethics but also to boost creativity, innovation, and performance. “(Ausaf, Ahmad &

Khan, Noor. (2023)”. This highlights that the fundamental aspects of DEI in Humouring its

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theory, development, incorporation into HRM practices, and its influence on a company's

overall success.

Diversity encompasses the differences among individuals, such as race, ethnicity,

gender, age, and more, including both visible and hidden aspects of identity. Equity is about

ensuring that everyone is treated equally and has equal opportunities to succeed. It is about

ending unfair treatment and giving everyone equal opportunities. Inclusion is developing a

workplace environment in which people from all backgrounds feel welcome, respected, and

free to offer their unique ideas and abilities. It's not just about having different types of people,

but about making sure everyone feels like they belong and can contribute.

Diversity, Equity, and Inclusion (DEI) principles into Human Resource Management

(HRM) practices, organisations should consider strategies like using inclusive language in job

descriptions and collaborating with diverse organisations for recruitment, providing benefits

like flexible work arrangements and conducting pay equity audits for fair compensation,

offering mentorship programs for underrepresented groups and ensuring equal training

opportunities, fostering a sense of belonging through employee resource groups and

addressing diversity, equity and inclusion related issues based on employee feedback. By

incorporating (DEI) across HRM functions, especially in job analysis, organisations can

cultivate a fair, inclusive, and successful workforce that upholds social justice.

Overall, Diversity, Equity, and Inclusion (DEI) has become an essential part of Human

Resource Management (HRM). Companies are realising that having a diverse and inclusive

workforce provides many benefits, such as boosting creativity, increasing employee

engagement, and improving overall business success. As the workplace continues to evolve,

(DEI) will become even more important in HRM. Prioritising (DEI) in HR strategies, for

example, incorporating it with job analysis is crucial for shaping the future of work.

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2.0 DESCRIPTION OF ONE EMERGING TRENDS

Integrating job analysis with diversity, equity and Inclusion (DEI) initiatives is a growing trend

in human resources that aims to ensure that job roles are designed and evaluated in

accordance with diversity, equity and inclusion principles.

Firstly, is job analysis with DEI lens. Traditionally, job analysis has focused on the tasks,

responsibilities, and qualifications required for a specific role (Ferdman & Deane, 2014).

However, with the implementation of DEI initiatives, HR professionals are now including a DEI

lens in the job analysis process. This includes investigating how job requirements and

expectations may unintentionally create barriers or perpetuate biases against specific

demographic groups. For example, HR professionals consider cultural competency and

language proficiency to be essential job requirements when conducting a job analysis for a

customer service representative position (Dessler, 2017). They understand that effective

communication with a diverse customer base is critical to success in the role, so these skills

are explicitly stated in the job description and evaluation criteria. Secondly, identifying bias in

job requirements. HR professionals are reviewing job requirements for any potential biases

that could lead to the exclusion of qualified candidates from underrepresented groups. This

includes reconsidering the importance of specific qualifications or experiences that may

unfairly disadvantage candidates from diverse backgrounds. For example, when reviewing job

requirements for a software engineering position, HR notices that a computer science degree

is listed as a prerequisite. After further consideration, they realize that this requirement may

unintentionally exclude candidates from underrepresented backgrounds who have acquired

relevant skills through alternative education pathways or self-learning. As a result, they

modified the job description to include comparable experience or relevant certifications as

acceptable qualifications. Thirdly, expanding talent pools. Organizations can broaden their

talent pools and attract candidates from diverse backgrounds with non-traditional or alternative

qualifications by reevaluating job requirements through a DEI lens. This can help to increase

diversity within the organization and foster a more inclusive work environment. For example,

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a marketing firm reevaluates its job requirements for a marketing manager position and

determines that previous experience in a similar role is required. Recognizing that this

requirement may limit applicant diversity, they revise the job description to emphasize

transferable skills and competencies, such as strategic thinking and creativity, which can be

learned through a variety of professional experiences.

Fourthly, mitigating bias in selection processes. Integrating job analysis with DEI

initiatives entails implementing strategies to reduce bias in the selection process. Structured

interviews, blind resume reviews, or diverse hiring panels may all be used to ensure that

candidates are evaluated fairly and equally. For example, when hiring for a management

position, HR uses structured interviews with standardized questions to objectively assess

candidates' qualifications and competencies (Armstrong & Taylor, 1977/2014). In addition,

they anonymize resumes by removing identifying information to reduce unconscious bias

during the initial screening process. Fifthly, promoting inclusive work environments. Job

analysis with a DEI focus extends beyond recruitment and selection. It also entails creating

job roles and responsibilities that foster inclusivity and belonging within the organization. This

could include offering opportunities for professional development, establishing flexible work

arrangements and cultivating a culture of respect and acceptance. For example, a technology

company creates job roles that are flexible enough to accommodate employees with a variety

of needs and preferences. They provide remote work options and flexible hours to

accommodate employees with caregiving responsibilities or disabilities. Furthermore, they

offer ongoing training and development opportunities to help employees from

underrepresented groups advance their careers within the organization. Lastly, continuous

evaluation and improvement. As with any HR initiative, integrating job analysis with DEI

initiatives necessitates continuous evaluation and improvement. HR professionals should

review job roles and requirements on a regular basis to ensure they are aligned with DEI goals

and make any necessary changes to promote diversity, equity and inclusion within the

organization. For example, a retail company reviews its job roles and responsibilities on a

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regular basis to ensure that they are in line with DEI goals. They collect feedback from

employees and stakeholders to identify areas for improvement and make necessary changes.

Based on employee feedback, they revise job descriptions to use gender-neutral language

and eliminate unnecessary requirements that could perpetuate bias or exclusion.

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3.0 HOW INTEGRATION OF JOB ANALYSIS WITH DIVERSITY, EQUITY, AND INCLUSION

(DEI) INITIATIVES WOULD BENEFIT TO HR FUNCTIONS

HR functions consist of five elements which are recruitment, selection, training and

development, performance appraisal and compensation. By integrating job analysis with

diversity, equity and inclusion (DEI) initiatives, it will contribute plenty of benefits to the HR

functions itself.

The integration of job analysis with DEI initiatives, will be conducive to the recruitment

and selection process where we can eliminate biased decisions. The process of job analysis

aids in detecting any biases that may exist in job descriptions, requirements, or selection

processes. We can make sure that we are not unintentionally rejecting eligible candidates

from underrepresented groups by reevaluating the language used and the requirements

stated as certain candidates may not have the ability to understand complex phrases, but they

might have the skills needed for the job. This is crucial to draw in a more diversified group of

candidates where we, as a recruiter, make sure that the job description and criteria are not too

restricting and are inclusive. With that, it is more likely that candidates with different

experiences and viewpoints will be hired, as nobody will be left behind in the processes,

expanding the pool of potential employees within the company (Shore et al., 2010).

Other than that, the integration of job analysis with DEI initiatives will also be beneficial

during the training and development processes. The training and development processes

usually will cost a lot for the company, but with these integration initiatives, it will help the

company to reduce the cost as we are already able to find the best candidate from a diverse

pool of candidates to cater to job needs. This means that by finding the right employee fit for

the job, he or she will need less training and development hence reducing the cost on the

company simultaneously.

On the other hand, this will also reduce turnover rates, as when a job is

accommodating to the employee, the employee is more likely to stay with the company longer

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where they feel valued and supported. This proves that with the integration of DEI and job

analysis, it is a win-win situation for both the company and employee. Next, these initiatives

will also benefit the performance appraisal process. It is due to how these DEI initiatives

derived in job analysis, affects how the employees feel. When employees feel included and

valued in their roles, they are more likely to perform at their best. Job analysis that considers

diversity and inclusion can help in identifying the unique strengths and capabilities of each

employee, leading to improved performance and productivity. With this, processes such as

performance appraisal will surely run smoothly as employees will likely have less conflicts in

the company and with the job,personally. As these initiatives bring a diverse workforce,

individuals with different backgrounds, experiences, and perspectives, can fuel their

innovation and creativity. Job analysis that considers diversity and inclusion ensures that

companies leverage the full potential of their workforce, driving organizational growth and

innovation which will lead to less to zero compensation needed.

To conclude, the trend where job analysis is integrated with diversity, equity and

inclusion (DEI) initiatives undoubtedly brings a lot of valuable benefits to the company and the

company’s biggest assets, the employees itself. These initiatives should be incorporated in

more companies in the future.

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4.0 STRATEGIES TO IMPROVE HR OPERATION AND ENHANCE ORGANIZATIONAL

EFFICIENCY

Incorporating Diversity, Equity, and Inclusion (DEI) principles into job analysis is essential for

building a workplace culture that values diversity, fosters inclusivity, and promotes equity.

4.1 Identifying Duties and Responsibilities.

Job analysis is a useful tool for outlining the obligations and tasks that employees must do to

perform their jobs. As a result, job analysis produces a precise and comprehensive image of

what a worker ought to perform in his position. This is crucial because it guarantees that

workers focus on tasks that are pertinent to and in line with their job objectives, helps them

understand their jobs clearly, and sets clear expectations. When workers know exactly what

is expected of them, they are usually more motivated and can accomplish their tasks more

efficiently. With a thorough job analysis process, businesses may efficiently determine the

tasks and obligations related to a job role. Recruitment, performance management, training

and development, and organizational planning are just a few of the HR services that rely on

this data for their basis. As a result, HR operations are improved and organizational efficiency

is raised. (van Vulpen, Erik, 2020)

4.2 Fair Performance Appraisal

Encouraging, motivated, and productive employees depend on fair performance reviews.

Ensuring justice is even more crucial when combining job analysis and performance appraisal.

Job analysis establishes a quantifiable, objective framework for assessing worker

performance. Organizations can assess employee performance by comparing it to predefined

expectations when job descriptions and requirements are clear. This offers a uniform

framework for gauging each employee's contribution to the objectives of the company in

addition to guaranteeing the fairness of performance reviews. Therefore, job analysis supports
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firms in making the best choices regarding development, promotions, pay, and performance

enhancements while also motivating staff to meet more precisely defined and quantifiable

requirements. Managers and assessors should receive training on conducting impartial and

fair performance reviews. Inform them of the significance of eliminating personal biases or

preferences and basing assessments on job-related factors. Throughout the performance

appraisal period, give employees regular feedback not just during official reviews. This

enables staff members to promptly resolve any performance-related concerns and implement

the required changes. (Siraj, N., & Hágen, I, 2023)

Organizations can improve the effectiveness and inclusivity of their workforce

management methods by combining job analysis with DEI efforts and putting HR operations

improvement techniques into practice. To sum up, the utilization of job analysis plays a crucial

role in improving HR functions and overall organizational effectiveness. Organizations can

align their personnel with strategic objectives by creating standardized job descriptions,

identifying important competencies, and conducting thorough job analyses. The incorporation

of job analysis findings into activities related to workforce planning, recruitment, training and

development, and performance management guarantees that workers possess the aptitudes

and abilities needed to excel in their positions. Additionally, encouraging employee

engagement and happiness and using job analysis to guide job design and redesign initiatives

results in a motivated and productive staff. Organizations can adjust to changing needs and

preserve a competitive edge by conducting continual job analysis and evaluation as a means

of continuous improvement. In the end, firms may enhance organizational effectiveness,

optimize HR operations, and promote sustainable growth by putting these methods into

practice. (Grover, A. 2024)

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5.0 CONCLUSION

To summarize, combining job analysis with diversity, equity, and inclusion (DEI) efforts is a

progressive approach to human resource management (HRM). Organizations can improve

their HR services in a variety of ways by recognizing new trends such as job analysis alignment

with DEI objectives. For starters, this integration promotes a more inclusive and varied

workforce, which benefits both organizational culture and performance. Second, it enables HR

departments to adjust recruiting, selection, and development processes to better meet the

demands of various talent pools, ultimately leading to higher employee engagement and

retention rates. Furthermore, by including DEI principles into job analysis, organizations can

detect and reduce biases in job descriptions, requirements, and assessments, assuring

fairness and equity in all aspects of employment.

In this context, strategies for improving HR operations and increasing organizational

efficiency could include providing regular training and education on DEI principles to HR

professionals, implementing standardized, unbiased job analysis methodologies, and

establishing clear metrics to track progress and effectiveness. Organizations that prioritize the

integration of job analysis with DEI projects can not only enhance their HR operations, but

also help to develop more fair and inclusive workplaces, resulting in long-term success and

sustainability.

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6.0 REFERENCES

1. Dessler, G. (2017). Human resource management (15th ed.). Prentice Hall.

2. Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource

management practice (13th ed.). Kogan Page Ltd. (Original work published 1977)

3. Ferdman, B. M., & Deane, B. (2014). Diversity at work the practice of inclusion. San

Francisco, California Wiley.

4. Barney, N., Chai, W., & Sutner, S. (2023, October 4). What is Human Resource

Management (HRM): Definition from TechTarget. HR Software.

https://www.techtarget.com/searchhrsoftware/definition/human-resource-

management-

HRM#:~:text=Human%20resource%20management%20(HRM)%20is,as%20human

%20resources%20(HR)

5. Timespro. (2024, April 22). Job Analysis in HRM in 2023: Understand the meaning and

importance: TimesPro blog. TimesPro. https://timespro.com/blog/job-analysis-in-

human-resource-management-a-comprehensive-guide

6. Minkin, R. (2023, May 17). Diversity, equity and inclusion in the workplace. Pew

Research Center. https://www.pewresearch.org/social-trends/2023/05/17/diversity-

equity-and-inclusion-in-the-workplace/

7. van Vulpen, Erik. “Job Analysis: A Practitioner’s Guide.” Academy to Innovate HR, 9

Sept. 2020, www.aihr.com/blog/job-analysis/.

8. Siraj, N., & Hágen, I. (2023). Performance management system and its role for

employee performance: Evidence from Ethiopian SMEs. Heliyon, 9(11), e21819.

https://doi.org/10.1016/j.heliyon.2023.e21819

9. Grover, A. (2024, April 30). 10 Reasons Why DEI in the Workplace is Essential for

Progress - Workstatus. Workstatus. https://www.workstatus.io/blog/workforce-

management/reasons-why-dei-in-the-workplace-is-essential-for-

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 progress/#:~:text=A%3A%20There%20are%20many%20reasons,improve%20emplo

yee%20engagement%20and%20productivity.

10. Ausaf, Ahmad & Khan, Noor. (2023). EXPLORING DIVERSITY, EQUITY, AND

INCLUSION (DEI) IN THE CONTEXT OF HUMAN RESOURCE MANAGEMENT.

ANVESHAK-International Journal of Management. 53.

11. Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Karen Holcombe Ehrhart, &

Singh, G. (2010). Inclusion and Diversity in Work Groups: A Review and Model for

Future Research. Journal of Management, 37(4), 1262–1289.

https://doi.org/10.1177/0149206310385943

12. Meglio, F. D. (2023b, September 12). HR guide to dei: Diversity, equity, and inclusion.

HR Exchange Network. https://www.hrexchangenetwork.com/dei/articles/hr-guide-to-

dei-diversity-equity-and-inclusion

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7.0 APPENDIX
Official Data Collection (Minkin, 2023).

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