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Job Analysis

1117 words - 4 pages

2. What is a Job Analysis? How can we make use of the information it provides? Do you think companies can really do without detailed job description? Why or why not?A Job Analysis is a detailed look at a particular job or job classification. It is a process that identifies the tasks performed on the job and knowledge, skills, abilities, and personal characteristics needed to perform those tasks. One of the crucial parts of this process is to meet with Subject Matter Experts to help identify the key responsibilities, tasks, and knowledge, skills and abilities of the classification. Subject Matter Experts are incumbents, first‐level supervisors or hiring managers, or employees who previously were in the classification. A much unstructured technique where the analyst trains to perform the job as a means of identifying the key demands that the role makes upon the job incumbent without needing to get other people involved.Job analysis results in the identification and documentation of the essential functions of a job (or job classification), the specific task requirements of the job classification, and Knowledge, Skill and Abilities required to perform those tasks and essential functions. Once conducted, a job analysis can provide data for a multitude of human resources activities surrounding a given job classification, including the following: Classification and pay Recruitment and Selection Training and Development Performance appraisal Disability or return‐to‐work accommodation Human resource/workforce planningJob analyses are conducted to obtain accurate, current, and reliable information about jobs in order to make better employment and management decisions, to save money, to increase productivity, and to comply with federal and state laws where adverse impact is found related to prohibited discriminatory factors. Job analysis, as the foundation of selection procedures, provides employers with a means to make sound, cost‐effective employment decisions. Selection procedures based on a thorough job analysis are designed to identify the best qualified candidates for a job. Job descriptions, job performance and pay go hand-in-hand. An employer isn't going to take a stab in the dark at how much to pay an employee; employees are paid based on how well they perform their jobs. How well someone performs is difficult to determine without knowing what the job entails. Likewise, an employee needs to know what is expected of them in order to meet your expectations - that's where the job description comes in handy.I have been spoken to many business owners who do not believe in job descriptions. The explanation given to me is, "Their job is whatever I need them to do!" Sound familiar? While I can understand this line of thought (to an extent), I also firmly believe in job descriptions. Aside from helping determine the aspects of a job and the employee's performance in that job, another...

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