Current Developments in Job Analysis
Today, it is increasingly clear that using competencies to describe jobs is more important to HR professionals than traditional resumes. Employers are inundated with look-alike resumes and are struggling to find information that can differentiate one applicant from another.
Organizations compete fiercely in the war for talent. Many invest an enormous amount of money, time and other resources in advertising and staffing strategies to attract the best candidates. This is because today’s executives understand that one of the most important resources in organizations—if not the most important—is human resources.
Yet, when it comes to actually assessing which job candidates are likely to perform most effectively and make the most significant contributions, a large number of organizations employ rudimentary and haphazard approaches to selecting their workforces. It is essential for personnel managers and line managersto have adequate knowledge about the structure and dynamics of work and the relationbetween work and people because any job contributes in its own particular way to the achievement of organizational goals. Many decisions they have to make relate in one way or another to the match between people and jobs. In this paper, our group will discuss the “current development in job analysis” and solutions that will uncover issues that may otherwise go unnoticed.
According to People Management, “job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job”. It also involves determining the relative importance of the duties, responsibilities and physical and emotional skills for a given job. In addition, job analysis is the process of describing and recording aspects of jobs and specifying the knowledge, skills, abilities other characteristics (KSAOs),...