Job analysis is the process of assessing the value of the job for an organization. It is very important to know that job analysis evaluates the job, not the person doing the job. Job analysis entails gathering data that is related to a certain job (Sidney 2014). This may include the Skills and knowledge that are needed to perform the job efficiently, the duties and responsibilities involved, education levels and experience needed. James (2007) the reason job analysis is considered as a vital exercise is because it helps one identify the person best fit for a certain job. It gives a basis for assessment of the performance of an employee so that when appraisals are being done it is easy for the person to be evaluated fairly. Job analysis gives a scope of training and development needs of new employees, which are a great thing because it helps new staff, will get the standards set for the word go. Job analysis follows the following principles; Definition: Every job in an organization must have a clear and definable description that distinguishes one job from another.
Evaluation: There has to be a standard job evaluation structure, which is to be used to evaluate all jobs. This gives the jobs a common landing place to promote equality
Job Understanding: All people involved in job evaluation must understand all the tasks involved in a job as well to have a clear design process
Concern: When jobs are being evaluated it should focus wholly on the job and not the person.
Assessment: All assessment is carried out systematically by competent people in a manner that is acceptable.
Methods of Job Analysis
Observation Method is the job analysis method where the job analyst scrutinizes and records all the tasks that he/she has been given whether performed or not performed. He looks at the methods and skills the employee uses to perform tasks together with his ability to maintain emotional and mental wellbeing for the job. This seems to be the easiest way to analyze a job but at the same time it is very difficult. In the interview method, an employee undergoes an exclusive interview where he or she needs to point out aspects such as working styles, challenges he is facing in the performance of the task as well as the skills used to perform the job. The major contrast between the observation method and the interview method is that method observation of the final result of the analysis is dependent on the job analyst who may tend to be biased or have an opinion that is not concrete enough to stand by. The questioner method seems to be more so the same as the interviewer method because in both cases it is the employee who gives most of the information on the job in particular. Just as all other job analysis methods, the questioner method too suffers from personal biasness.
Job Analysis Plan for a Recruitment Officer
-18097583185Specific Goals and Strategies for the Organization
00Specific Goals and Strategies for the Organization
4048125154305Job Tasks and Requirement
Job Tasks and Requirement
1771650136525Individual goals and Strategies
00Individual goals and Strategies
23336252095500Performance Behaviors and results
Performance Behaviors and results
47815491543050Skills and Competences
00Skills and Competences
The Job identification
Company Recruitment Officer
Distinctive or significant characteristics of the Job:
Based on Tulip House, Huston Street 234, Texas
What the typical worker does
Creating recruiting necessities by reviewing plans for the organization plans and as well as the objectives that the organizations need to meet.
They determine the specific requirements needed for a new employee to meet by making job descriptions and qualifications
Inviting new applicants for jobs through advertisements in newspapers, internet jobsites. They could also contract recruiters to invite applicants
They carry out the actual interviews for the new applicants. Analyses the responses given by the interviewers, verifications of referees and comparison of the required qualifications to the hands on job.
Planning and arranging management interviews through arrangement of schedules.
Evaluating the applicants potential to carry out the job by doing a comparison of the actual qualifications of the applicant against the job requirements.
Management of the relocation and settling of new employees by getting to know the new employees needs, arranging for temporal housing and doing introduction in the community
Making the organization look as attractive as possible to the people outside by doing recommendation of new policies and practices and monitoring job offers made.Enrolls interns in the organization and setting up an organized intern program. This includes orientations, supervisions of the interns progress and contributions to the organization as well as coaching and training them
Exemplary Listening Skills
Good Marketing Skills
Relationship building skills:
Should be able to Multitasking
Should be a problem solver
To: The manager
From: The Job analyst
Date: 1st December 2015
Subject: Findings and Interpretations of a Job analysis
From the job analysis done on the job of a recruitment officer post in your company here is a summary of findings that would be important for you to know. I used the method of observation to do the do the job analysis of the job. I scrutinized and recorded all the tasks that that the employee in the post has been given whether performed or not performed. I looked at the methods and skills the employee uses to perform tasks together with his ability to maintain emotional and mental wellbeing for the job. I made a job analysis plan for the whole exercise which highlighted all the basic requirements of the exercise. And from the findings it is clear that most of the job requirements for the job were met by the candidate in office. She met most of the personal attributes needed for a person in the post. I recommend that the company should be a little more stringent in the job requirements because some few but very important aspects were being assumed and would be a hindrance to growth of the company. Specifically there was a lot of negligence of interns in the company and there seems to be very little follow-up on trainings and mentorship of interns. However, its something that I am confident if the company with this issue growth will be assured.
Michael T Brannick, 2007. Job and Work Analysis: Methods, Research, and Applications for Human Resource Management. 2nd Edition. SAGE Publications, Inc.
Sidney A. Fine, 2014. Functional Job Analysis: A Foundation for Human Resources Management (Applied Psychology Series). Edition. Psychology Press.Laura Brandenburg, 2015. How to Start a Business Analyst Career: The handbook to apply business analysis techniques, select requirements training, and explore job roles ... career (Business Analyst Career Guide). 2 Edition. Clear Spring Business Analysis.James Roughton, 2007. Job Hazard Analysis: A guide for voluntary compliance and beyond. 1 Edition. Butterworth-Heinemann.
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