JOB ANALYSIS METHODS

Job Analysis Methods

Abstract

The purpose of this study is to expand the boundaries of our knowledge by exploring some relevant material related to the methods of job analysis. In this paper, we have discussed different job analysis techniques. Moreover, performance appraisal methods and their pros and cons were also discussed in the paper.

Introduction

Job analysis is the systematic study of a job's tasks, duties, and responsibilities, and the knowledge, skills, and abilities needed to perform the job. The job analysis yields various products: a job description, which is a detailed accounting of job tasks, procedures, responsibilities, and output; a job specification, which consists of information about the physical, educational, and experiential qualities required to perform the job; a job evaluation, which is an assessment of the relative value of jobs for determining compensation; and performance criteria, which serve as a basis for appraising successful job performance. In the next section, we will conduct a comprehensive job analysis for our selected job using of the job analysis method and discuss how these approaches can be used within an organization.

Discussion & Analysis

Job Analysis Method

Although there are various methods and approaches of conducting a thorough job analysis, still selecting the most appropriate method or methods fundamentally depends on the requirements and needs of the organizations along with the objectives of the job analysis process. Usually, the purpose of all the job analysis approaches is to collect the relevant job information, but when a number of methods, conducted in combination, it may bring out overlooked or hidden information. Moreover, an appropriate job analysis method or a combination of methods also depends on the structure of the organization and the nature of duties and responsibilities involved in it. Therefore, before adapting any job analysis method, it is necessary to examine all the advantages and disadvantages of the process (Brannick & Levine, 2002).

For our purpose, we will use Functional job analysis (FJA) is a method that has been used to classify jobs in terms of the worker's interaction with data, people, and things. FJA uses the Dictionary of Occupational Titles (DOT), reference book listing general job descriptions for thousands of jobs, and examines the sequence of tasks required to complete the job as well as the process by which the job is completed. FJA refers to an employee oriented approach that helps the management to analyze the whole person on the job. Following are the 5 steps that need to be followed for executing Functional job analysis (Spector, 2008):

First, organizational goals are identified for Functional job analysis.

Second, tasks or, activities are identified. The activities may be mental, physical or interpersonal.

Third, each activity is scrutinized using seven scales. This comprise of three worker function scales of language and reasoning mathematics.

Fourth, the management evaluates the results of an employee's task

Finally, management develops training content needed to fulfill the requirement of the job holder.

FJA technique, commonly used for government jobs, helps the human resource department to analyze the quantitative aspects of the job and its relation with people, data and ...