JOB ANALYSIS PAPER

Job Analysis Paper

Job Analysis

Introduction

The job analysis is the process of describing and recording the purpose of a job, its main tasks and activities, the conditions under which they are conducted and the knowledge, skills and attitudes needed to perform these jobs. The analysis of the job often leads to two main tasks: job description and specification of the requirements of the job (Beatty & Schneier, 1997).

The job analysis helps to make various decisions relating to HR such as recruitment, promotion, performance evaluation and other activities and functions. Analysis of the job is important because it provides the basis for the establishment or re-evaluation of the following general topics concerning the organization (Beatty & Schneier, 1997).

Organizational structure: it helps to decide how to divide the total set of tasks of the organization into units, divisions, departments, work units, and teams.

Structure of jobs: it helps to decide how the work should be grouped in individuals and teams.

Extent of authority: it helps to understand how authority is distributed in terms of decision making.

Extent of control: it helps to report lines of an organization, and the amount and type of people who are under a manager or person at superior level.

Performance criteria: because the performance criteria are established in relation to the workplace, job analysis helps to assess individual and group performance.

Redundancy of employees: job analysis helps to determine employee redundancies that occur during mergers, acquisitions and reductions in staff size.

Discussion

Job analysis facilitates the process of recruitment and staffing. The job analysis allows the specification of profile and to identify the right characteristics of the right people for performance, focusing on the place for recruitment, as well as, to make assumptions about what qualifications of the candidate are needed. In addition, it promotes transparency in the hiring process. It guides the process of training. It is also considered as a fundamental support in the process of job evaluation and wage harmonization. The respective requirements of the positions and weighing their contributions allow the company to establish a hierarchy of salaries, so that similar positions have similar remuneration and salary packages (Erven, 2005).

Similarly, it is an invaluable tool for performance evaluation. By analyzing jobs the organization can identify the behaviors and results that distinguish individuals who obtain excellent performance from those that do not achieve their targets. It must be noted that the performance evaluation does not assess the efficiency and effectiveness with which they perform the jobs. As seen above, the process of job analysis and design of these are closely related to each other; therefore, sometimes the redesign will proceed to remove the dysfunctions that have been identified in the description of job analysis (Erven, 2005).

Analysis of jobs can be used in the course of the following personnel programs:

Name program

Information content and purpose of its use

A

B

Description of the workplace

Statement of fact of the workflow, employee responsibilities and the degree of responsibility, information on working conditions

Specification of the workflow

Personal and professional qualities, which should have the Executive

Creating a workplace project

The optimal combination of elements, responsibilities ...