Job Analysis

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 the U.S. Federal Agencies' Uniformed Guidelines on Employee Selections (Dessler, 2005), (HR-Guide, 2005), (Wikipedia, 2005). With modern technology in today's business world, organizations and firms are interested in increasing productivity to maintain adequate levels of competitiveness (AIU Online, 2005). In the human resource administration arena, selecting qualified performers through job analysis techniques can provide with a very successful personnel selection process. But what exactly is job analysis (AIU Online, 2005). Job analysis is a process used by Human Resource (HR) professionals to describe the nature of a position or a set of positions (Wikipedia, 2005). When properly conducted this process can identify and determine in detail the duties and requirements for a specific job and the type of individual who should be hired for it. Data derived from job analysis have an impact on virtually every aspect of HR management and presumptive judgments are concluding (Dessler, 2005), (HR Guide, 2005). Job analysis should collect information on duties and tasks, environment, tools and equipment, relationships, and requirements for specific jobs. Furthermore, the following functions are dependent upon the results from a

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