Free Essay On Job Analysis

Introduction

The necessity and the essence of job analysis cannot be overemphasized. Human resources departments in every organization have an obligation of carrying out job analysis for the purpose of filling the vacant positions with suitable individuals have the relevant qualifications. The relevance of job analysis is based on the identification of job content with specific interest in the activities and attitude necessary to perform various tasks. Essentially, job analysis provides human resource departments with critical information that assist in determining with precision the people who are best placed to fill certain positions within the organization. Job analysis requires a number of fundamental steps that crucial for meeting the predetermined objectives. The activities of a job, mode of operation and human qualities are some of the most important components required to successful completion of a job analysis. Job analysis is a fundamental process that has direct consequences on the productivity of an organization.
The goal of a job analysis is to establish job specifications and descriptions that are critical in ensuring that suitable persons fill the vacant positions in an organization. Wilson (2007), states that the document necessitates the process of determining the job requirements and the duties, which are supposed to be performed. Job analysis is an important process that has both short and long term goals. For instance, a job analysis provides a basis of future improvements in areas such as job definition, task development, performance appraisal, criterion of promotion and personnel selection. Moreover, job analysis is important because it ensures the efficiency and effectiveness of training, as well as development. Additionally, job analysis is critical in ensuring that the physical necessities of a job are up to the required standards (Muchinsky, 2012). In some instances, job analysis is conducted for valuation purposes in a process known as job evaluation.
A job analysis must follow the necessary processes and procedures to ensure success. The steps, though relatively complex must be adhered to because the productivity of an organization depends on the quality of employees filling various positions. The first step in conducting a job analysis is a collection of information (Wilson, 2007). The step involves obtaining information through interviews, questionnaires, and critical incidents. The information collected assist in establishing programs, plans and tasks that are relevant to a particular job (Muchinsky, 2012). Consequently, the information aids in determining the relevant qualifications that are required to fill the positions successfully. Ideally, an individual is required to possess the necessary credentials in order to be considered for a position.
The second step in conducting a job analysis is reviewing the contextual information by evaluating the intelligence collected in the first step. The information collected is employed in designing an organizational chart and the description of the present position. Consequently, the information assists in developing job specifications, establishing the necessary procedures and manuals essential for appropriate assessment of the job (Wilson, 2007). The job specifications are critical because it helps the organization in hiring people who have the necessary qualifications as appropriate. Ideally, the during a recruitment process, the specifications are key in determining if an individual is suitable for the job.
It is important to note that the process of analyzing jobs in an organization is complex. It means, therefore, that only certain job samples are nominated for a comprehensive analysis. This step involves investigation to determine the categories that require analysis. Consequently, this step requires administrators to provide a basis over which the selected jobs require analysis. The next step of job analysis is the process of data collection. In the process, various dimensions of the job are considered for analysis. Some of the areas of analysis include individual qualities, abilities, individual characteristics and demeanor of a person (Wilson, 2007). The data can be collected through qualitative and quantitative methods, though it is important to select suitable procedures that can ensure maximum derivation of information.
The development of the job description is a critical step of the analysis and is developed based on the data and information collected. Job description involves defining the job characteristics, the relevant tasks, and the risks involved. Moreover, job description provides documentation on the location of the job as appropriate. Essentially, description provides almost all the necessary information required for a job. After the development of a job description, the last step of job analysis is specifications for the occupation (Brannick et al., 2007). Specifications are the detailed information concerning a particular job that has gone through all the processes of analysis. One of the key components of a job specification is qualification.
This step provides detailed information on the minimum qualifications that an individual requires filling a position. Ideally, job specification is a collection of KSAOs. An individual is required to have the necessary knowledge acquired either through training or formal education (Brannick et al., 2007). Consequently, the job specification provides details on the necessary skills that are critical in filling a position. Qualifications or skills may not guarantee that an individual can deliver on a job and to this extent, the specifications defines the abilities of individuals in carrying out the relevant tasks. The other critical components of job specifications are the persona attributes experiences, training, and interests.
The essence of job analysis is justifiable based on its critical importance to the organization. The information retrieved through job analysis is crucial because it aids the organization in coming up with certain measures aimed at achieving the set goals and objectives. Job analysis simplifies the selection and recruitment process because it aids in identifying suitable individuals for employment (Brannick et al., 2007). The productivity and profitability of an organization are dependent the workforce employed to perform certain tasks. Job analysis should, therefore, examine all the necessary aspects and components of a job before embarking on the job specifications. Understanding the job that is under scrutiny is important because it ensures objectivity (Muchinsky, 2012). The audit process is an important process that organizations should embrace, yet its effectiveness depends on adhering to the relevant steps as a means of achieving success.

Conclusion

Human resource audit is an important process for organizations because it provides the relevant information crucial in filling a job vacancy or finding suitable individuals to fill certain positions. Job analysis has certain distinct steps that must be followed as a means of providing accurate details concerning occupation descriptions and specifications. The aim of a job analysis is to enhance efficiency and effectiveness of training, as well as development. Moreover, job analysis is critical in ensuring that the physical necessities of a job are up to the required standards. Determining the value of a job and the establishment of a compensation system are some of the benefits of job analysis.

References

Brannick, M.T., Levine, E.L., & Morgeson, F.P. (2007). Job and work analysis: methods, research and applications for human resource management. Thousand Oaks, CA: Sage.
Muchinsky, Paul M. (2012). Psychology Applied to Work. Summerfield, NC: Hypergraphic Press.
Wilson, M. (2007). A History Of Job Analysis. In L. Koppes, Historical perspectives in industrial and organizational psychology. Mahwah, NJ: Lawrence Erlbaum Associates