Written Assignment #1: Job Analysis Essay

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

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,

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 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:

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).

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 process of Job Analysis, on the surface, seems to be a fairly easy process, although time consuming. Initially I thought that conducting a Function Job Analysis (FJA) was only useful in an industrial environment, one in which processes or tasks were done repetitively. But found after reading various articles by top human resources specialist that a Functional Job Analysis, is one of the most accurate and useful tools in the human resources specialists tool box.

The most popular job analysis techniques are: Functional Job Analysis (FJA) - uses standardised statements and terminology

Discuss the various methods by which job analysis can be completed. Compare and contrast these methods, noting the pros and cons of each.Various methods of job analysis

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.

Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for one to perform them. The process involves use of methods and procedures to determine the duties, responsibilities, working conditions, working relationships, and required qualifications.

Functional Job Analysis is a standard process that can be used to appraise various jobs. One can use this method by "creating task statements and then rates each task statements on its orientation and level with regard to data, people and things. Orientation is deliberated by assigning 100 perecent points across three functional areas to point to how much of each is involved in the task .Level of each measurement that can be high or low is the level of difficulty with which a person engages in each role"(