Example Of Essay On Job Analysis

Job analysis is a critical human resources aspect that facilitates effective assigning employees to tasks related to their employees. The essence of the approach is to promote productivity and job satisfaction. The process entails comprehensive research on the duties associated with the job, required resources, skills and the degree of change in response to market demand (Brannick & Levine, 2002). However, divergent opinions are emerging on the unilateral basis of conducting job analysis and its influence on declining productivity.
This article by Sanchez and Levine fronts the shift from a traditional job analysis to competency modeling. The topic creates an elicited debate on the extent to which a human resource manager should conduct job analysis for the current workforce and future recruits. According to the authors, job analysis regards an employee as an external factor disconnected to the task assigned thus description of an employee’s behavior characterizes the job analysis approach (Sanchez & Levine, 2009). On the other hand, competency modeling focuses on the organization culture and evaluates its impact on influencing the behavioral character of the employees. Hence, competency modeling is an expansive form of job analysis that accommodates the cultural diversity of an individual and links to the organization’s strategy.
The article notes that traditional job analysis overlooks the divergent perception and cultural dimensions possessed by employees and therefore using incumbent’s performance results to determine the requirements of a job task is below par. Instead, the authors highlight the importance of emotionally connected job analysis by considering the deviation of skills and behavioral characters that individuals possess (Sanchez & Levine, 2009). Unlike traditional job analysis that describes skills associated with a job task, competency modeling analysis appreciates the concept of creativity among employees that could produce better results through creativity.
In summary, the article evokes a critical discussion on the best approach to job analysis that will influence positive performance in the workplace.

References

Brannick, M. T., & Levine, E. L. (2002). Job analysis: Methods, research and applications for human resource management in the new millennium.
Sanchez, J. I., & Levine, E. L. (2009). What is (or should be) the difference between competency modeling and traditional job analysis? Human Resource Management Review, 19(2), 53-63.