Job Analysis
Sophia Johnson-Mattis
Post Graduate HRM
Course Tile: Organizational Design & Analysis
Facilitator: Latoya Anderson
ID#28939
March 3, 2014
Question 1- Advance the role and significance of Job Analysis in identifying the underlying challenges in this case.
Adams (2000) defines Job Analysis as the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job successfully. In essence analysis of jobs in the organization is a primary task for setting a baseline that enables human resources (HR) professionals to effectively manage job-related activities (Hough & Oswald, 2000 ).
Job analysis consists of two components: job description and job specification. The job description states job related details such as duties and responsibilities, salary and incentives, working conditions and facilities, etc whereas the job specification gives the related details like qualifications and qualities required by job holders, experience and training required, etc. A job analysis is an efficient way to gather useful information about a job, and its cost-effectiveness makes it affordable for any organization (Adams, 2000). The main purpose of conducting job analysis is to prepare job description and job specification which in turn help to hire the right quality of workforce into the organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; describing a job; developing performance appraisals, selection systems, promotion criteria, training needs assessment, and compensation plans. In the fields of
Post Graduate HRM
Course Tile: Organizational Design & Analysis
Facilitator: Latoya Anderson
ID#28939
March 3, 2014
Question 1- Advance the role and significance of Job Analysis in identifying the underlying challenges in this case.
Adams (2000) defines Job Analysis as the process of determining and recording all the pertinent information about a specific job, including the tasks involved, the knowledge and skill set required to perform the job, the responsibilities attached to the job and the abilities required to perform the job successfully. In essence analysis of jobs in the organization is a primary task for setting a baseline that enables human resources (HR) professionals to effectively manage job-related activities (Hough & Oswald, 2000 ).
Job analysis consists of two components: job description and job specification. The job description states job related details such as duties and responsibilities, salary and incentives, working conditions and facilities, etc whereas the job specification gives the related details like qualifications and qualities required by job holders, experience and training required, etc. A job analysis is an efficient way to gather useful information about a job, and its cost-effectiveness makes it affordable for any organization (Adams, 2000). The main purpose of conducting job analysis is to prepare job description and job specification which in turn help to hire the right quality of workforce into the organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; describing a job; developing performance appraisals, selection systems, promotion criteria, training needs assessment, and compensation plans. In the fields of