What is a job analysis? A job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. A job analysis can cause some confusion when not properly understood. The job itself and the specific tasks performed on the job are what the analysis is all about, not to be confused with the person working the job. Job analysis information is collected through interviews and questionnaires along with direct observations. The specifications of the particular job are what is defined in the analysis, not a description of the person. Companies would benefit and be more efficient to have an up to date and current job analysis on the different positions they offer. This will allow them to hire in the best workers, conduct proper training, and give accurate employee evaluations.
There are many reasons as to why we need job analysis. Selecting the right person for a particular job can be difficult if we don’t establish the specific duties and skills required by the job. Job training can also be difficult if we are unsure of what exactly is being done on the job and how the tasks are being performed. Supervisors also can use job analysis to conduct performance appraisals on current employees to ensure they are completing the tasks necessary by the job in a proper manner.
Occupations come and go with time as does the specifics of a particular job. Current and up to date job analysis are important to the success of businesses to hire in, train and rate employees. Different means of completing jobs are being created all the time whether its due to new technology or just a new approach or concept of the job as a whole. If job analysis are...
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Businesses should weigh the costs and benefits associated with conducting job analysis. Good results from a job analysis require extensive research and hefty amounts of resources. In the long run performing job analysis should save the company revenue in more than one way. The ability to screen large amounts of potential employees to select a group closest related to the open job at hands saves time and money on the interviewing process. Training procedures can be more in depth and directly related to the job getting the new employees out of the training room and out doing work for the company quicker. To prevent the loss of productivity associated with employees slacking on the job supervisors can conduct performance appraisals to set goals and keep workers on track with the work that needs to be accomplished.
If I were to conduct a job analysis in a company with no job description, I would follow two steps to assist in the creation of a description. My first task would be to ask the supervisor what the job title is, the purpose of the position, and who the employee will be reporting to, as mentioned in the job description handout. My second task would be to go on O*Net to obtain the specific details of the occupation; such as skills,
The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills, and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of a job within a company (Burke, 2008).
When I arrived at the career fair, I was a little overwhelmed at first. There were so many different options to choose from and I was unsure as to where to start. This was my first ever career fair so I truly wasn’t sure what to expect. After looking around for a few moments, I noticed straight ahead was a table for AAA. I was very happy to realize that the recruiter was one of my former co-workers, Nick. Nick and I talked for a few minutes and he explained the positions that were currently available at AAA. I don’t have any background experience for either of the positions that were open but I am very much interested in the internship opportunity that is available. Nick explained that they will be looking for a travel agent intern and I do
Needs analysis: gathering opinions from job incumbents, stakeholders, customers, management, Subject Matter Experts (SMEs), etc.
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
The use of the job analysis will enable the business enables the
By doing this, the employer would gain not only a newly invigorated worker, but their loyalty as well. Companies large and small would benefit from analyzing themselves periodically to see how the employee likes their job.
a. Job analysis is a process of collecting data form determining the knowledge, skills, and abilities required to perform a job successfully and to make judgements about the job. The process of analyzing a job is used a tool for recruitment, classification, selection, training, and appraisals to name a few. Job analysis provides a current information which can be used to write job descriptions and job rankings assisting with position classification, in terms of recruitment this process provides information that is up to date for position announcements.
Workplace Implementation: job analysis must be conducted, job identification must be identifies and job description must be written in order to plan and design
There is a purpose in doing performance evaluations, in which it helps management make general human resource decisions. Performance evaluations provide input to help make important decisions such as promotions, transfers and even terminations. Also, could help to identify training and developments they need, as well help develop programs and providing feedback to employees on how they performed on their review. Performance evaluation can help to see who will get merit pay increases and other rewards.
Workforce Analysis - compares the levels of representation of the designated groups on staff to representation numbers in the general population from which the company hires and record any gaps that might exist.
Clifford, J. P. (1994). Job Analysis: Why do it, and how should it be done? Public Personnel Management. Volume 23. Pp. 321-340.
There are two main components to prerequisites that include knowledge of the organizations strategic goals and knowledge of the jobs being evaluated in a performance management system (Aguinis, 2009). First is setting strategic goals, which allow the organization to clearly define their purpose thus establishing similar goals downward until each employee has individual goals that are aligned with the organization (Aguinis, 2009). Second is job analysis where job duties are defined and understood so that criteria can be developed for success at the job level and how it ties back to organizationa...
My host of the job shadow was the manager Catreece Downing. She manages all of the people that work there she doesn’t have a boss. She makes the schedule and she opens up the store and gets everything ready for the day. She also has to do retailing and signs for the store and she also helps workers and does their job if they can’t make it to work, whether the case would be that they are sick or something has gone wrong with their family. She has her own office and most of the time she is in there filling out paperwork or writing checks for people.
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and