Job Analysis: Probation Officer

Topics: Human resource management, Evaluation, Performance appraisal Pages: 5 (1408 words) Published: February 25, 2014

Job Analysis Paper

Job Analysis of Probation Officers


This paper will give some insight on the functional job analysis for the job of an investigative analyst. It will discuss the ways in which a functional job analysis can be used in an organization. This paper will also evaluate the various performance assessment methods and how they can be useful to the position of an investigative analyst. This paper will conclude with the explanation of various benefits and weaknesses of each of the methods of performance assessment regarding the position of an investigative analyst.

Investigative Analyst: Functional Job Analysis
Investigative analyst are employed by various departments and organizations and take on many different roles, although the position of investigative analyst is primarily used for research of different types. In the event where an investigative analyst is hired for the services of a child support department the investigative analyst can make the determination whether or not a child support case requires a full criminal investigation, looking into the background and financial history of the delinquent party who is to pay the child support, and usually assists in the prosecution of that party. Investigative analysts who are used in an organization such as health insurance, health service investigative matters, fraud, or abusing medical resources. Investigative analyst can be used if a criminal investigation is needed in order to decrease the medical costs. Investigative analysts are also used in business sectors in retail settings in loss prevention in order to lower company costs in company inventory and make sure that employees are following the ethical guidelines of the organization. Some investigative analyst only conducts internal investigation which sometimes may require occasionally leaving the officer for meetings. Other investigative analyst spend majority of their time outside of the office in order to conduct interviews and surveillance. On occasion, some investigative analysts have to confront individuals who may become irate or are in danger. Requirements for being an investigative analyst can differ depending on the position. For a investigative analyst a candidate must satisfy certain requirements. A candidate must have successfully completer post-secondary education in Criminal Justice, Law, Accounting, Computer Science, or Health Administration depending on the investigative purpose of the analyst. In some positions, previous experience dealing with an investigation field, which may be police work. Some forms of investigation require a significant amount of computer knowledge in order to be able to find information of the computer or over the internet. Investigative analysts usually need to operate in an independent manner and should be very detail oriented. Skills that one should posses in this position are analytical skills, organizational skills, and communication skills. Flexibility is also a key component because flexibility can be unpredictable. The selection process that is used for an investigative analysis is important. Making observations during the interview process and looking into an individual’s backgrounds is very important. Through the functional job evaluation, observing through interviews helps to assist in setting recommendations for the outline of the job. Job analysis is an essential part of I/O psychology. Analyzing a job involves determining what tasks a job is composed of, and what abilities are necessary to successfully carry out tasks in the position of investigative analysts. The results from a job analysis can be used for a variety of personnel management purposes but are more important for the decisions regarding selection of employees, or promotions. Job analysis is assumed before selection and promotional testing in the efforts to determine the attributes which qualify an...

References: Minnesota Department of Corrections (2012) Retrieved October 5, 2013 from
Spector, P.E. (2012). Industrial and organizational psychology: Research and practice (6th ed.). Hoboken, NJ: Wiley
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