Job Analysis And Job Description

Job specifications “identify the eligibility requirements or qualifications needed to perform a job” (Baack, et al., 2014, Ch. 4.4). In other words, job specification is a sort of sketch of an ideal candidate. Job specification highlights required levels of education, experience, physical and technical abilities, as well as desired social skills. Job specification is used to screen job application of candidates, and job description will be of help during interviews. Candidates should be educated about the job description, it is also

* 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.

Job specifications “identify the eligibility requirements or qualifications needed to perform a job” (Baack, et al., 2014, Ch. 4.4). Job specification can be defined as the profile of an ideal candidate. Job specification dictates the specifics of what is needed from the employee such as required amounts of experience, education, physical and technical abilities, as well as desired social skills. Job specification is used to screen the applications sent in by candidates, and job

The next step in the recruitment process would be to derive a job description. An initial step to this is to conduct a job analysis. A job analysis is used for collecting and summarizing information according to established guidelines. The information obtained also sets standards and performance expectations for employees assigned to these positions. Several different procedures or sources can be used in this process. Included in these are interviews, observations of the actual job, questionnaires, supervisory input, published literature, and the use of experts.

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

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.

The reason for job analysis is to study and evaluate the things that a job is supposed to involve. This is describing exactly what skills are needed to perform the job, and what the exact qualifications are to fill the position. Job analysis is a method needed when the employee need to know the precise function. An example would be that an employee’s duties should be clearly stated. So, a jobs analyst is to observe the employee at his or her current duties. This is also helpful in deciding what the requirements are to perform this job more effectively. As well jobs continue to change so a job analyst n should watch for

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 judgements are made about data collected on a job. Job-Analysis (2016).

This looks at the nature of the job and involves a study of tasks and may include interviews, group discussions or questionnaires with current employees. It is good practice to decide whether it is actually necessary to replace someone and whether there is funding or director level approval for the recruitment. In the case of Funworld it was decided there was a need and funding for the role of Personnel Assistant.

While job description focuses on the job, job specification focuses on the person i.e, the job holder. Job specification is a statement of the minimum levels of qualifications, skills, physical and other abilities, experience, judgment and attributes required for performing job effectively. In other words, it is a statement of the minimum acceptable qualifications that an incumbent must possess to perform a given job. It sets forth the knowledge, skills and abilities required to do the job effectively.

Person specification: is a description of the qualification, skills, experience, knowledge and other qualities which an applicant must have to achieve their duties. The specification should be caused from the job description and create the basis for the recruitment process. The employee w uses the person specification as a source for the selection decisions at shortlisting, presentation/test and interview stages. The interview questions and selection tests should be caused from the person specification and be considered to cause more evidence on applicants against the principles.

A job analysis is a thorough and detailed description of a specific job; it is used to examine job requirements and to improve classification, efficiency, selection and placement proficiencies. The job analysis must provide a basis for performance evaluations within an organization. It provides the foundation on which human resources procedures and decisions are made. Performance appraisals, criteria, goals and objectives, can be evaluated based on an immaculately drafted job analysis. A job analysis provides a classification system for jobs within an organization. It is used to simplify job parameters and to establish tasks and expectations within a job family, and is critical for proper selection and placement of qualified personnel. Optimally, it should provide a complete job description for both the organization and the employee or prospective employee.