Job Analysis: Friend Or Foe. Megan M. Brown. Professor

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

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 analysis refers to the process of data collection to describe verifiable work characteristics and behaviors of the working environment. Information regarding all jobs is used as a basis for making decisions about setting salaries and wage rates, performance appraisals, developing and training of employees, classifying jobs and job positions, as well as articulating employee guiding standards (National Governors' Association & United States, 2007).

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 chapters of Job bring to light God putting his favorite servant in a situation in which he loses a throw other desire to drop in a dalliance with God castigate God himself. It starts to asking price Job dearly to throw in one lot with on to his sexual affair outside of marriage with God.

A job analysis uses the process of collecting information on how to accomplish a specific profession. It explores the necessary skills to complete the job, personnel’s responsibilities, and the working environment. A job analysis takes into account of recruiting for the profession like advertising and developing employees. After composing this investigation, a job analysis is able to constructs job titles, job summaries, job duties, safety and hazard

Job analysis is regularly employed in most work settings to forecast performance outcomes. A job analysis is a process of getting detailed information about jobs (Noe, Hollenbeck, Gerhart, & Wright, 2014). Personnel are the most valued part of the organization, so these individuals help the organization in reaching the desired goals. There are three elements of job analysis: job description, job specification, and job context. According to the U.S. Office of Personnel Management (n.d.), job analysis data is used to:

Susan Burnt has been selected for one of the outside sales representative position. She is familiar with the work ethics of Interclean. She has worked under the supervision of David Spencer. She has been very successful with all sales accounts she has worked. She has

Job Analysis is data an organization uses to determine what type of personnel to hire for a position and describes the duty position that job actually entails. This information can be used to determine prerequisites for hiring personnel for a job. If the job requires heavy lifting then you may want to have a minimum lifting capability of 50 Lbs or more. If the job requires knowledge of special tools and equipment then prior knowledge of these types of tools and equipment may be considered.

The course of job analysis engages in-depth research in turn to manage production, i.e., gets the job executes effectively. The procedure aids in discovering out what a fastidious department needed and what a budding employee wants to convey (Fine et al 2009). It aids as well in establishing information concerning a job counting work heading, job setting, job summary, task concerned, working stipulations, potential hazards and machines, tools, equipments and materials to be utilized by the existing or possible worker.

This essay is basically focused on the telecommunication company Telstra’s business objective, which was set up by the CEO Solomon Trujillo of downsizing 10,000 non-core and redundant jobs roles.

A traditional job analysis approach in this sense would be useful for organizations in figuring out what has been done wrong and right in the past concerning the job. From this knowledge from the past, organizations can use that as a platform to develop innovations to better the way the job is to be performed; which essentially is a competency modelling approach. Yet again, the two models/approaches are seen to complement each other (Sanchez & Levine, 2009). One aspect that varies however is performance