Respond to the following two posts regarding their analysis of the material:
Post1:
“Job analysis is the systematic study of a job to determine which activities and responsibilities it includes, it relative importance to other jobs, the personal qualifications necessary for the performance of a job and the conditions of the job and the conditions under which the work is performed.” (SHRM, 2019) One reason job analysis is performed is organizational design. This helps HR professionals stay true to the organizations structure and stay true to the culture that is already present. The second reason job analysis is performed is recruiting and selection. The analysis makes sure all-important job descriptions are accurately presented. Anyone who are seeking a position are informed on all aspects of the job.
Examples of job analysis methods are observation and work diary or log. Observation is the process of observing employees directly performing job tasks. This method provides realistic view of the job’s daily tasks. One limitation that could happen with this method is real extensive jobs that require longer production could be hard to score. This method is better for short-cycle production jobs. Work dairy or logging is another method that can be performed. Its record of daily activities and daily operations of said job. This log is over an extended period and list all things done in a day pertaining to tasks. This long is then analyzed by HR and they identify patterns and translates them into duties and responsibilities. The limitation on this method is it is a tremendous amount of data and could be difficult to interpret.
Reference:
SHRM “Performing Job Analysis”
https://www.shrm.org/ResourcesAndTools/tools-and-samples/toolkits/Pages/performingjobanalysis.aspx
Post2:
“According to the article “Performing Job Analysis”, on www.shrm.org, job analysis is the methodical study of a job that determines the scope and magnitude of duties that it requires, the qualifications for the job, how the job affects other jobs within an organization. Two uses for job analysis within a company are recruiting and selection and training and development.
Since a job analysis gives HR the ability to create a job description and job specifications, it aids HR in deciding what KSAOs (knowledge, skills, ability, and other characteristics) that it will need to look for in a candidate for a position that they are trying to fulfill. A job analysis will aid in getting the right person for the right position (Managing Human Resource, n.d.). It also gives HR and other managers a clear and concise way of deciding how to train and develop people that fill these positions.
Two ways the job analysis is done are interviews and observations. Interviews of the people that do the jobs would be a good starting point into a job analysis. The evaluater acquires information from the employee about the KSAOs required to complete the job (SHRM, 2019). Personally, I have so many things on my plate at my current position that in an interview I might forget to mention several of them. I am not sure that I would notice everything that I do because some of the tasks I do without really thinking about it. I think this method would have to have an additional method to accompany it to get an accurate view into a job.
Observations are another choice of method for a job analysis. Employees are watched as they perform the job, then the observations are translated into the necessary KSAOs for the job (SHRM, 2019). This method does give the observer a realistic view of the aspects of the job but can be off-putting to the one being observed. I think this method would be hard on the employee since it can be very daunting to complete tasks while being watched like you are a “bug under a microscope”. Also, the observer might miss intrical pieces of information if they are not looking continuously.
Resources:
Managing Human Resource, 17th Edition. (n.d.). Retrieved from https://ng.cengage.com/static/nb/ui/evo/index.html?deploymentId=48845323535012744196703717175&eISBN=9781285872674&id=423203435&nbId=1048591&snapshotId=1048591&
SHRM. (2019). Performing Job Analysis. [online] Available at: https://www.shrm.org/ResourcesAndTools/tools-and-samples/toolkits/Pages/performingjobanalysis.aspx [Accessed 17 Jan. 2019].”
