Job Analysis Advantages And Disadvantages

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 right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

Job analysis is the process of assigning tasks to jobs which are required to perform the job (Baack, D., Reilly, M., & Minnick, C. 2014) By researching other companies of various job positions of the same

Classification by level is based on the amount of responsibility and ability that is required by the occupation. Responsibility (Roe &Klos, 1972, p.206) is particularly important and refers to the difficulty and complexity of decisions along with the variety of problems that people encounter in their work. Originally, Roe developed eight levels but then condensed them into six. The Six levels are described as follows (Roe &Klos, 1972, pp.208-209):-

* 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.

This test is used eliminates candidates potential to use mental processes to solve work-related problems. Validity test is a general cognitive test that is good predictors if the candidate is able to perform the job; however, more complex jobs the better test results the tester will have. This test has demonstrated to produce many valid outcomes such as performance and successful training as well as predict job performance for complex jobs. One of the disadvantages to this type of test is that it is time consuming to develop if not purchased off of the

The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).

3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more

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. Job Analysis is a process where judgments are made about data

The job analysis is only here to inform the each of the employees of the responsibilities that should have been met within the standard of the company and these standards should have been explained to all employees upon accepting their current job placement, thus stated will be a list of all the requirements in terms of aptitudes, attitudes, knowledge, skills, and physical expectations. The objectives of this job analysis will have to include the recommended and more importantly well-organized approaches for each of

In creating the job structure, each job needs to be evaluated to see where it falls

Job analyses are important because they describe the differences and similarities of a job position. They help to create the job description of a position so that a person who wants to apply for that position will know what the “job duties, tasks and responsibilities” (Milkovich, Newman, & Gerhart, 2014) of the job will be and what they will be doing if hired in to that position. Job analysis also give job specifications of the “knowledge, skills and abilities” (Milkovich,

When evaluating the validity of these job specifications you must conduct a job analysis. CompTech must use statistical evidence to correlate performance with the two job specifications. This will exemplify the quality/usefulness of the requirements. When conducting a job analysis you must collect job related information. It is crucial for CompTech to decide what type of information is to be collected and analyzed. In addition, when collecting this data it is important to know the purpose of action.

Reasonable occupation review (RJP) is the presentation of data both positive and negative given to the forthcoming representative about the occupation and the association. The data gave is expected to give the practical picture of the association. The part of the data stream is to touch base at a phase where the desires of the representative and the candidate match. It is being contended that representatives who are given RJP's amid the enlistment and determination process have higher occupation fulfillment. Along these lines, the point of this study is to distinguish the connections between practical work sneak peaks and worker work fulfillment in the associations.

Jaturanonda and Nanthayanij states the in their examination the EJAS is planned to decide a representative occupation task (EJA) arrangement that upgrades the workers' work proficiency and employment fulfillment. They say that a two man work (P-J) fit criteria are considered: (1) competency-based P-J fit, and (2) inclination based P-J fit. They likewise express that relying upon the chief's choice, the EJAS decides an EJA arrangement that boosts the picked P-J fit. The them two concurred that it is equipped for producing a few close ideal answers for help the leader in choosing a reasonable EJA arrangement. Jaturanonda and Nanthayanij states that Significance: Effective administration of the human asset is an imperative issue for each business organization.This implies that appointing the correct representatives to the correct occupations can help the association to expand its profitability or potentially upgrade its administration productivity. Additionally, the proposed choice investigation apparatus empowers mindful leaders to build up the representative employment task arrangement that considers both competency and occupation inclination; accordingly, accomplishing expanded profitability and better employment

Job analysis mention about how fare employee suit with the job. Therefore talent management strategy and practice most important to job analysis. When analysis of the job organization can identify three types of performance level as follows;