Job Analysis For A Job

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

There is no value in having a high performance culture within the organization if we do not have employees with the right skills to execute the work effectively. The purpose of job analysis is to identify the work to be done and the range of competencies, knowledge, skills, abilities, and attitudes that are necessary for the staff to carry out the job duties.

Job is a book about how does Job react, when all of his properties have been taken away because of the arrangement of God and Satan. The major part of this book is composed by the conversations between Job and his three friends, Eliphaz, Bildad, and Zophar. The persuasions of his three friends are powerless, compared with Job’s unshakable faith in God.

Job analysis is often referred to as the “corner stone” of HR activities because almost every HR management process includes some type of information gathered from job analysis. Job analysis provides knowledge for the following HR processes: work re-design, workforce planning, selection, training and development, performance management, career planning, and job evaluation (Steen, Noe, Hollenbeck, Gerhart, & Wright, 2013, p.66-67). The information job analysis provides, acts as the building blocks to these HR activities, thus bringing an understanding to job analysis being referred to as the “corner stone”.

The first step for this assignment is to describe the specific job analysis procedure that I would utilize to develop the job description for the HR manager position. To begin, the definition of a job analysis provided in our textbook is: “Job analysis is the systematic process of collecting information that identifies similarities and differences in the work.” (Milkovich, Newman, & Gerhart, 2014, p. 103). I also found a definition on HR-Guide.com that summarize an important description of the job analysis. The website states; “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. The Job; not the person; An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.” ("Job Analysis: Overview," 1998, p. 1) The peer reviewed journal article “Evaluation of job analysis methods by experienced job analysts” defines it as “Job analysis is a process by which jobs are subdivided into elements, such as tasks, through the application of a formalized, systematic procedure for data collection, analysis, and synthesis. (Sistrunk, 1983, p. 1). All these authors

I live in a place where crime is the only job a man can get. In 1992 my mother and I moved to the Bronx when I was fifteen. My mom worked a dead end job to support me and to pay rent for our apartment along White Plains Rd. It was no secret that my mother and I struggled to live in this city of mayhem. The prices were ridiculously high and jobs didn't seem to pay enough. I learned at the age of fifteen that the only way to get ahead in life was to do things that the “average man” would think is illegal.

After the winter break it’s time to be busy again. And in the beginning of the 3rd semester of my masters it’s the time to start off with an interesting subject which is managing people for performance. Since the lots of subjects which I learnt were regarding marketing I find this subject really interesting because human resource management plays a main role any organization and working with people and meeting up goals as a group is one of my main characteristics.

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

A job analysis defines the jobs in question, specifies what employee behaviors are necessary to perform them, and lastly it develops a hypothesis about the personal characteristics necessary to perform those work behaviors (Cascio & Aguinis, 2011). A job analysis helps individuals especially at the corporate level analyze jobs within their company to see if adjustments need to be made to accommodate needs. A job analysis serves various needs within the organization. The job analysis will analyze organizational design, human resource management, work and equipment design, as well as research purposes, and vocational guidance (Cascio & Aguinis, 2011). A

The Job Analysis. Goes hand in hand with a job description. A job description identifies characteristics of the job to be performed in terms of the tasks, duties and responsibilities to be fulfilled.(Youssef, 2010). It is basically a “snapshot” of a job. The job description needs to communicate clearly and concisely the responsibilities and

This paper provides an in depth examination of various positions within logistics and purchasing careers. It looks into the required qualifications, challenges and opportunities within these fields. The paper also provides an overview of the kind of salaries for different positions and more so the academic qualifications.

Personnel selection is a process where various methods are used to gather information to determine if individuals meet criteria to fill job vacancies. It is only when an employer achieves many years of service that the impact of personnel selection on an organization can be recognized. This methodical process should be composed with extreme care to avoid any violation of laws that pertain to personnel selection. Validity is evident if an apparent relationship is obvious between the procedure and the job position for which individuals are being selected. An important part of the personnel selection process and as a precursor to selections, job analysis should be performed in such a way as to meet the professional and legal guidelines of

Learning Objectives • Explain what is meant by job analysis and job design. • Understand the uses of job analysis. • Describe the content of a job description and a job specification. • Discuss the collection of job analysis data. • Explain the major methods of job analysis. • Discuss competency profiling. • Understand the major approaches to job design. • Discuss quality of work life, employee participation and industrial democracy.

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 right

Job analysis refers to the process of collecting information about a job. In other words, it refers to the anatomy of the job. Job analysis is performed upon ongoing jobs only. It contains job contents.