• What Are The Six Steps In A Well-Conducted Job Analysis?

Instead of relying only on domestic workers, many companies also outsource some of their labor into foreign markets. This practice can have negative effects on the economy overall, individual businesses can often benefit from this practice. Outsourcing offshore can allow companies to tap into foreign markets and expand their businesses.

* Job analysis the examination of specific task that are assigned to each position independent of who might be holding the job at any specific time.

Companies may hire less temporary workers, choosing instead to make workers work longer hours or

Cons: jobs are lost, pay-cut demands, exploit tax havens, the risk of our technologies to being copied or stolen, and exploitation of labor.

While there are both pros and cons to outsourcing, the cons far outweigh the money-centered pros, especially since the main benefit of outsourcing is now decreasing. With the price of labor in countries now catching up to the U.S. price, and with more and more domestic workers fighting against outsourcing, perhaps it will have less

A job analysis is a process used to determine and identify the details of a specific job requirement or duties and the significance of these duties for the given job (Spector, 2008). In a job analysis there are also judgments about the data collected on-the-job (Fine & Crinshaw, 1999). It is also important to remember that a job analysis is conducted for the job position and not the person. The data collected for a job analysis comes from current questionnaires or interviews, the specification and description of the job (Spector, 2008). The main purpose of a job analysis is to document and establish the job relatedness of employment procedures such as interviewing,

What is job analysis and why is it done?Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the

Job analysis can save the employer from making mistakes that can cost the company money and hiring the wrong person for the open position and

When the recruitment process becomes difficult, a job analysis can get to the root of the problem. 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. There are different approaches that may be taken when completing a job analysis, it is up to the human resource manager to determine which approaches are the most effective. For example, job analysis may be completed by interviewing job holders and supervisors, using questionnaires, and also using observation to gather background information.

Some of these ways include observation, an interview, questionnaire, diary or log kept by the job holder, multiple sources of information or other quantitative techniques (Dressler, Gary).According to the website "Human Resource Management," Job analysis data contributes to many Human Resource Management functions, such as recruitment and selection, performance evaluation, training and development, compensation management, job design, work force projections, and work force reduction or expansion decisions. This information that is collected can be used as the basis for job description and job specifications. Then the HR management uses the job analysis to determine pay levels and look at performance standards for performance appraisal. Based on the activities and skills listed in the job analysis, training needs analysis can be done. The information can also be used to check that all duties carried out in a department appear on a job analysis and to ensure that selection criteria and job performance are related (Dressler, Gary).

Job analysis simplifies recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification or reclassification of positions and their job functions. By comparing the skills possessed by employees with the results of a job analysis it will further assist in workforce planning strategies, and the restructuring or redesigning jobs. An important concept of job analysis is that the analysis is done to determine the description or characteristics of a job not of the person. Job analysis can be used in determining an organizations training needs, compensation, selection procedures, and performance reviews. Job analysis can be used in training methods or assessments by developing training content, assessments tests used to measure the effectiveness of training, methods of training, and finally the types of equipment utilized to assist in training of employees. Through the use of job analysis levels of compensation could developed through the identification of skill levels, the work environment, responsibilities, job factors, and the required minimum level of education (Milkovich, Newman, & Gerhart, 2014). Selection procedures are a major component of job analysis because this function is a major determinant of the correct fit for

Job analysis is the process of getting detailed information about jobs, and is so important, as it lays a foundation of everything personnel do. Job analysis effects the human resource planning to understand what levels of skill is needed for various jobs, so they know what kinds of human resources to recruit. Job analysis has a huge impact on selection. In order to hire the most qualified applicant, the hiring manager needs to know what tasks the individuals must perform and the necessary knowledge, skills and abilities. It involved training, performance appraisal and career planning. Career planning matches an individual’s skills and aspirations with career opportunities. Lastly, job analysis involves job evaluation which assesses the value of the job to determine the proper compensation.

Job analysis is subsequently organized and compile in job description. Job analysis is a technique of studying a job to identify the skills, knowledge, experience, and other requirements necessary to perform the job. Job analysis is useful in the process of recruitment and selection. It also one of important steps to do the job evaluation process and the process usually are repeated.

Job analysis is the process of defining the specific job duties, educational requirement, work experience, and skills to fulfill a vacant position; being as specific as possible will only enhance the chances of interviewing and potentially hiring the perfect person for the job (Busi, 2012). As detailed as a job analysis must be, a position can only truly be assessed when it is filled; there are many minute tasks that are not thought of when listing a position with the various ad agencies like monster and careerbuilder.com. This fact makes the interviewing process exponentially important; anyone can tell an interviewer anything but the administration of skills tests will portray the extent of a particular skill.

To undertake a job analysis an interview structured questionnaire was conducted to ask the incumbent about her job role. To supplement this method a diary log of one week was requested to highlight her daily tasks. Both methods are useful as the post holder is most familiar with the job, it can reveal activities that are not on the job profile, the methods are simple and adaptable to use. A copy of the incumbent’s job profile (Appendix 6) was also obtained from the manager in order to compile the interview questionnaire and to compare with results.