Job Analysis Essay

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Know what job analysis (e.g., what data is gathered, who is involved, what methods are available, etc.) and the uses of job analysis data? Job analysis is an imperative method for human resource managers to gather, study information in depth, analyze, and develop job duties and requirements in order to accomplish the job. The methods used by human resource managers in order to develop the job analysis are: job description, job specification, source of job information, position analysis questionnaire, Fishman Job Analysis system, observation, interview, competency models, and trends in job analysis. Job description list the TDRs a job, which are: task, duties, and responsibilities of the job. TDRs are observable activities and the information …show more content…

Competency models identify and define all the competencies required for the success of a particular position For instance, one job may require great management abilities, talent in teaching others, and the ability to bring out the best and motivate each team member. It is important that organizations adapt and change job duties requirements, this is known as trends in job analysis. Job analysis is important for human resource managers to develop everything staff does. The types of information that is collected from job analysis is: work redesign, human resource planning, selection, training, performance appraisals, career planning, and job evaluation. Furthermore, from a legal standpoint, it is important for job analysis to diminish mitigation risk. Work redesign in when a company redesigns work in order to improve quality or productivity. Human resource planning is when planners analyze information in order to determine how to meet certain needs. Selection is identifying the qualities that candidates need to perform for a certain job. Training is the necessary knowledge that individuals must learn in order to perform the job. Performance appraisal is the information gathered on how well a worker is performing or if there is need for development. Career planning helps individuals succeed and be satisfy in a certain job. Job evaluation estimates a fair pair structure for certain …show more content…

Internal recruiting consists of an organization to utilize employees who are currently employed in the company to recruit or promote within. External recruiting is when an organizations searches for talented individuals outside of the company. The advantages of internal recruiting are: easier to evaluate candidates since more information is accessible, less expensive and faster than an external search, promoted worker is already acquainted with company policies, culture, and operations, indicates to workers that career opportunities exist in organization, boost workers morale and company loyalty, decreases expenses for some jobs (i.e., internal candidates are sometimes less expensive, especially at upper levels of management), and decreases the likely hood that employees will become upset. The disadvantages of internal recruiting are: Narrowing of thinking and stale ideas known as inbreeding), may not help the company to improve, Training will be necessary and learning curve will occur for the job duties, rejected applicants may become discontent in the company and other workers will presume special handling, challenging to rapidly develop, affirmative action objectives may be more challenging to attain, ripple effect, less applicants, and narrow talent

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