Paper Example on Job Analysis: Duties, Tasks, & Human Attributes Needed for Success

Introduction

Job analysis is the procedure employed by organizations in determining the duties, tasks, and responsibilities of every job and the human attributes like skills, knowledge, and abilities that are required to do the job. Additionally, the information gathered during job analysis is employed in creating job descriptions or what every job entails, as well as in defining job specifications, which are the human requirements required to execute the job (Dessler, Chhinzer & Gannon, 2019). As such, job analysis is an integral function in human resource management (HRM) that plays a crucial role in determining the right job candidates for different job positions.

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Role of Job Analysis in Compensation, Recruitment, Selection and Performance Management

Job analysis plays an integral role in ascertaining the relative value of an employee in performing a particular job function, as well as the appropriate compensation that he/she should be given for each job function (Dessler, Chhinzer & Gannon, 2019). Additionally, job analysis ascertains the fitting compensation for different workers and it can also be employed to justify the pay differences between employees. Moreover, job analysis plays an integral role in the recruitment of workers in an organization. Furthermore, that is because job analysis enables the HRM department to review the qualifications or requirements of different job positions in an organization before undertaking personnel recruitment or selection.

In the stated context, job analysis ensures that the right workers are selected and recruited for each job position, which is evaluated based on the skills and competencies required for each job in an organization (Dessler, Chhinzer & Gannon, 2019). Furthermore, job analysis also plays an integral role in performance management. Additionally, that is because job analysis deduces information regarding various aspects of every job in an organization and also provides a description of activities that an employee should perform for every job. Also, in this context, job analysis indicates how to perform each job and also defines the responsibilities and skills that a worker should assume so as to perform every job well. Subsequently, this plays a crucial role in ensuring that each employee in an organization meets his/her personal goals as well as the expectations of the organization or the workplace while executing his/her job functions.

Comparison and Contrast of Job Analysis and Job Description

There exists a major difference between job analysis and job description. Additionally, that is because job analysis entails conducting an in-depth examination as well as evaluation of a job to determine its needs and skills needed from employees (Dessler, Chhinzer & Gannon, 2019). To the contrary, a job description is the outline of the responsibilities, authorities, duties as well as powers that are attached to a job in an organization. Nevertheless, despite the stated differences, job analysis and job description are both elements of HRM that aids in fitting the right people or personnel for different job positions in an organization.

Developing a Job Description

Job Summary

The focused job is for a gas attendant who will be working in [Insert Preferred Location], which is situated at [Insert Preferred Location]. At the stated workplace, the gas attendant’s main duty will be to assist customers visiting the gas station for a refill. Also, the available job position is on a permanent basis and the gas attendant will have a choice of working a six-hour or twelve-hour shift. Additionally, the recruited gas attendant shall work a minimum of 40 hours per week.

Listing of Skills and Abilities Required

• Mathematic proficiency to calculate sales
• Ability and flexibility to work long hours
• Good interpersonal skills
• Work experience as a cashier attendant

Job Specifications or Technical Requirements Needed To Do the Work

• The gas attendant must have the technical proficiency of operating a gas dispenser
• The individual must know the basic troubleshooting measures for a gas dispenser in the event there is a technical problem.
• The attendant must have the knowledge of adjusting changes in gas rates in the dispenser correctly

Competencies and Qualities Required

• The recruited gas attendant must possess;
• Active listening skills
• Excellent interpersonal skills
• Good verbal and written communication skills
• Efficient organization skills

Physical Abilities and Soft Skills Required in Doing the Job

The recruited gas attendant must possess:

1. Physical ability to stand for long hours
2. No physical or mental impairment that might prevent the
3. Soft skills such as the ability to work as a team, and excellent management skills.

Labor Market Assessment

Demand for Labor

The demand for labor as a gas attendant is low due to the availability of automated gas dispensers in the market. However, due to the high unemployment rate in the nation, the availability of labor as a gas attendant is high. Moreover, economic conditions such as the high cost of goods and the high cost of living have rendered most people to search for available job positions in the market, such as those of a job attendant. Furthermore, there are no legal issues and social concerns that may impede the hiring of gas attendants in the local market at a minimum wage. Lastly, demographic trends such as the annual increase in the national population will make any available jobs such as gas attendant positions, to have high demand, especially among the youthful generation.

Assessment of Supply for Labor

The supply for labor for the gas attendant job position is high due to the elevated unemployment rate in the market. Additionally, this means that there are large numbers of persons in the market, who have the right technical and intellectual proficiencies to execute the job, as a gas attendant. As such, if one gas attendant fails to execute his/her assigned job functions optimally, there are numerous other people in the labor market who can do the same work. As such, the effective replacement strategy for the stated job position is to fire nonperforming gas attendants and to hire new performing workers for the same job. Also, during the recruitment of a gas attendant, the primary workforce factor that gas station owners should consider is that there are a large number of qualified persons in the job market who can function well as gas attendants. The stated factor would be essential in job analysis, particularly in structuring the compensation that should be offered to the hired gas attendant.

Evaluation of the Prevalence of an Equilibrium, Surplus or Deficit

There is no equilibrium in the labor market for gas attendants. Additionally, that is because there is a high surplus of the stated job position but a deficit of the available jobs as a gas attendant. In this case, the insufficiency of gas attendants’ jobs in the labor market has been caused by the adoption of modern automated gas service equipment. In this case, technology advancements have led to the creation of gas dispensers that are fully automated and can function without the need of a gas attendant. The procurement of such equipment by gas centers’ owners has created a deficit of the jobs available in the market for gas attendants.

Recommendation for the Gas Owner

There is one primary recommendation that can be made to the gas owner in this context. In this case, he/she should put inconsideration that the technologically enhanced automated gas dispenser can be cost-effective in the long run when compared to hiring a gas attendant. Additionally, that is because it requires minimal maintenance and it can eradicate the cost of wages and salaries that would otherwise be paid to a gas attendant. As such, instead of hiring a gas attendant, the gas owner should invest in an automated gas dispensing machine.

References

Dessler, G., Chhinzer, N., & Gannon, G. (2019). Management of human resources: The essentials, (5th Cdn ed.) plus MyManagementLab w/

Pearson e-text. Toronto, ON: Pearson Education Canada. Type: E-book: ISBN: 97801348829633