...JOB ANALYSIS Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for one to perform them. The process involves use of methods and procedures to determine the duties, responsibilities, working conditions, working relationships, and required qualifications. Job analysis produces the following information about a job: 1 Overall purpose: Why the job exists and, in essence, what the holder is expected to contribute. 2 Content: the nature and scope of the job in terms of tasks and operations to be performed and duties to be carried out — i.e. the processes of converting inputs, such as knowledge, skills and abilities, into outputs (results). 3 Accountabilities: The outputs or results for which the job holder is accountable. 4 Performance criteria: The criteria, measures or indicators that enable an assessment to be carried out to ascertain the degree to which the job is bro performed satisfactorily. 5 Responsibilities: the level of responsibility the job holder has to exercise by reference to the scope and input of the job; the amount of discretion a flowed to make decisions; the difficulty, scale, variety and complexity of the problems to be solved, the quantity and value of the resources controlled; and the type and importance of interpersonal relations. 6 Organizational factors: the reporting relationships of the job holder, i.e. to whom he or she reports either directly (line managers)...
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...most popular definition of a job analysis is that it is the process used to collect pertinent information about the duties, responsibilities, required skills, outcomes, and work environment of a particular job. A job analysis will require as much information as possible to craft a job description which is the typical byproduct of the job analysis. (Board, 2011) The following rhetoric will provide a brief but comprehensive definition of a job analysis process for an administrative assistant position. Describe the various methods for performing a job analysis for an administrative assistant position There are essentially five methods used to perform a successful job analysis and they are as follows: observation, interview, questionnaire, participant’s diary or log and a combination of methods. The observation method is an activity involving observing the tasks that are performed on a particular job from commencement to conclusion. This data is recorded and used as data for the job analysis. The interview method involves interviewing the employee to determine the processes and procedures (tasks) required to meet the expectations of the job. The questionnaire is a method which involves providing the employee with a series of pertinent questions regarding the tasks that need to be performed to meet the expectations of the job. The answers to the questions on the questionnaire is evaluated and incorporated into data to be used in the job analysis. The participant’s dairy or...
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...Job Analysis Amanda Anderson PSY/435 June 23, 2014 Stephanie Johnson Job Analysis There are many jobs that an individual may pursue when they obtain a degree in psychology. One such job is parole officer. This paper will provide insight on the functional job analysis of a parole officer, discuss how a functional job analysis can be used within the organization, evaluate the reliability and validity of a functional job analysis, evaluate different performance appraisal methods and how they may be applied to a parole officer, and will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a parole officer. Functional Job Analysis The functional job analysis uses both observation and interviews to provide a description of a job and scores on several dimensions concerning both the job and potential workers. These dimensions apply to all jobs so that the procedure can compare them. This process helps to set the recommendations for the job outline. Candidates for the parole officer position should meet the job requirements. The job analysis identifies all of the specific tasks required to perform the job, and then all of the specific knowledge skills and abilities required to perform each task are identified (Spector, 2012). The minimum requirements for a parole officer position in most counties and states include a bachelor’s degree, and that the candidate is at least 20 years old. Federal positions...
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...ever the Hell this means. Getting back to your question in the specific. Understanding job analysis information. I am guessing but I believe it means understand how to do your job and understand how others should be doing theirs and do it. Even if they mean something else it probably is just a straight forward concept and saying it in a round about way to make it sound really important. Jeez Louise these people can make you nuts with all their craziness. I would have loved to bash one of my boss's brain in with his best practices paper weight. Don't let it get to you like me. Best Regards Bob Summary: Many companies and managers use job descriptions and job analysis to set employee goals and objectives, so they are tied into the needs of the work unit or company. In this article, you'll learn what job descriptions (and job analysis) are, their uses and applications, and how they can be used to improve performance. What is job analysis? Before we can discuss job descriptions, it is important to understand the distinction between descriptions and specifications. Job analysis is the combination of job descriptions and job specifications. For simplification purposes, "specifications" are the skills and background necessary to perform the responsibilities of the job. Since specifications are often a matter of conjecture and/or judgment, we have often advised that they not be listed on a job description and, if they are, that they have...
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...3000–3500 words Task: Students will individually develop and submit an HRM portfolio focused upon a particular job within an organisation of their choice. The purpose of the Portfolio is to: critically evaluate the issue of job analysis and design and consider the importance of this issue for the sustainability of an organisation 1. demonstrate understanding of the purpose of job descriptions and their connection to recruitment 2. 3. develop skills in the writing of job descriptions and job advertisements The development of an HRM Portfolio provides students with an excellent opportunity to develop 20/02/2012 (Autumn 2012) © University of Technology, Sydney Page 4 of 8 their practical HRM skills within the context of scholarly knowledge. Further information: Definition of a 'Portfolio': Simply speaking a portfolio is a 'set of pieces of creative work collected by someone to display their skills' (Dictionary.com) and knowledge. In the context of this assignment the Portfolio is a collection of pieces of work structured according to the sections listed below: Section 1: (Max 500 words) This is an introductory section in which you must: a) Explain the nature of the job to be examined and briefly describe the organisation in which it is based. b) Outline the strategic importance of the job to the organisation NB: You may choose to base your portfolio on a real job in an organisation you are familiar with or you may...
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...Restaurant Job Analysis Hella Parpart, Nick Soper, John Doyle, Kathryn Repicky Central Michigan University March 13th, 2012 Table of Contents Executive Summary……………………………………………………...…………………..…3 Description of Organization.……………………………………………………………………3 Job Overview…………………………………………………………………………….………4 Summary Job Description………………………………………………………………….…….4 Method and Process of Job Analysis……………………………………………….……………6 Task Inventory……………………………………………………………………….…………..7 Worker Characteristic Inventory……………………………………………………….………..8 Rating System Analysis…………………………………………………………………………9 Organization Application……………………………………………………………………….10 Critique of Analysis Process ...………………………………………………………………….11 Appendix A – Rating System...…………………………………………………………………….12 B – Rating System Results......……………………………………………………….…14 C – Survey………………………………………………………………………………21 D – Survey Results………………………………………………………………….…..22 References…………………………………………………………………………………….....26 Executive Summary A server at The Italian Oven is the face most prominently seen and interacted with by every customer of our company. It is essential that we create a uniform and practical method of training our servers to be of the highest quality to ensure we maintain our high customer satisfaction. Our goal with this job analysis was to create a detailed and organized description of what it takes to be a successful server. This report encompasses every aspect of the job right down...
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...Job Analysis-Clinical Psychology Jacqueline Alvarez PSY/435 June 2, 2015 Pamela Allen Clinical Psychology At the end of this paper it should be understood how job analysis is conducted in an organization. A job analysis will be conducted for a clinical psychologist in an organization. According to Spector (2012), job analysis is a method for describing jobs and or the human attributes necessary to perform them. According to Brannick, Levine and Oreson (2007, p.8), there are elements that comprise a formal job analysis. First, the procedure must be systematic (Spector, 2012). This means the analyst specifies a procedure in advance and follows it. Second, a job is broken into smaller units (Spector, 2012). We describe components of jobs rather than the overall job (Spector, 2012). Lastly, the analysis results in some written product, either electronic or on paper (Spector, 2012). According to Spector (2012), there is no one-way to do job analysis. There are several methods, which each provides different information about jobs and certain human attributes needed for the job. The basics in conducting job analysis must be remembered, which include knowledge, skills and ability. There are so many methods to job analysis that make it difficult to choose just one. According to Spector (2012), each method has its own advantages and limitations, and not every method is appropriate for every application. Choice of method requires consideration of several...
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...Milkovich−Newman: Compensation, Eighth Edition I. Internal Alignment: Determining the Structure 4. Job Analysis © The McGraw−Hill Companies, 2004 Chapter Four Job Analysis Chapter Outline Structures Based on Jobs, People, or Both Job-Based Approach: Most Common Why Perform Job Analysis? Job Analysis Procedures What Information Should Be Collected? Job Data: Identification Job Data: Content Employee Data “Essential Elements” and the Americans with Disabilities Act Level of Analysis How Can the Information Be Collected? Conventional Methods Quantitative Methods Who Collects the Information? Who Provides the Information? What about Discrepancies? Job Descriptions Summarize the Data Describing Managerial/Professional Jobs Verify the Description Job Analysis: Bedrock or Bureaucracy? Judging Job Analysis Reliability Validity Acceptability Usefulness A Judgment Call Your Turn: The Customer-Service Agent Three people sit in front of their keyboards scanning their monitors. One is a sales representative in Ohio, checking the progress of an order for four dozen picture cell phones from a retailer in Texas, who just placed the four dozen into his shopping cart on the company’s website. A second is an engineer logging in to the project design software for the next generation of these picture cell phones. Colleagues in China working on the same project last night (day in China) sent some suggestions for changes in the new design; the...
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...Job Analysis Deborah Fischer-Hansen PSY/435 April 16, 2013 Deborah Hesselbein Job Analysis Job analysis refers to an approach for explaining a specific job and the tacks necessary to fulfill the requirements of the job. One of the main goals is to define the requirements and characteristics of a particular job. The job analysis needs to consider who, what, where, when, and how the job might relate to an individual. Many methods provide different types of information about the jobs and human attributes needed for jobs (Spector, 2012). There are two different categories of job analysis; they are job oriented and person oriented (Spector, 2012). Job oriented emphasizes the responsibilities needed for a job, whereas, person oriented concentrates on the individual particular characteristics needed for the job. The author will further discuss a job with Trinity Teen Solutions, specifically life coach for struggling teen girls and young women. Life Coach Job Analysis Life Coaching is a profession that compliments consulting, mentoring, therapy, and counseling. According to "What Is Life Coaching?" (2012), the coaching process addresses specific personal projects, business successes, general conditions and transitions in the client's personal life, relationships or profession by examining what is going on right now, discovering what your obstacles or challenges might be, and choosing a course of action to make your life be what you want it to be. The...
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...The job I have chosen for this paper is family therapy. Family therapists are certified psychological health specialists who work with individuals who have been through stressful situations; additionally, family therapists have the capability to give back to society, particularly those who undergo distress, whether it be infidelity, abuse of any kind, learning and behavioral disabilities, or desertion, just to name a few. “Family therapists work with various families and individuals to relieve and cure mental, emotional, and relational concerns of all kinds” (Cmft, 2010, Para. 2). To become a family therapist, it is essential to conduct a job analysis to comprehend what this job entails. To do this, it is imperative to find techniques that work best as well as to determine the reliability, validity, benefits, and vulnerabilities of these techniques. Job analysis is a process to establish and document the job relatedness of employment such as career development, selection, training, compensation, legalities, research, and performance appraisal (Job-analysis, 2000, Para. 1). Numerous methods exist to perform job analysis Job Components Inventory (JCI), Functional Job Analysis (FJA), Occupational Information Network (ONET), Position Analysis Questionnaire (PAQ), and task inventories. To help with a job analysis, O*NET system is one of the most able. O*NET is a specialized database, which offers information concerning job-related requirements and employee qualities. Regarding...
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...episodes that was aired on the show. Compare two (2) job positions from the episode and perform a job analysis of each position. From the Undercover Boss series, Vivint Solar, there are two positions that have being highlighted in the show. The two position Monitoring Representative and Warehouse Inventory Lead respectively. I see the two positions as being the core of the success of Vivint Solar. Both positions require team work as they complement one another in offering continuous support to customers as well as quality clientele service. The sole responsibility of the Monitoring Representative is to make sure that the clientele are well taken care of especially when faced with any alarm or emergencies during there stay at Vivint Solar. More so, this position heavily relies on provision of continuous technical customer support being offered to vivint clients. The Monitoring Representative requires one to be is vested with the responsibility to answers, responds and follows up on issues pertaining to any alarms or emergency activities. The need to be conversant by handling the telephone boards as well as the alarm systems. On the other hand, a Warehouse Inventory Lead main responsibility is to always make sure that the warehouse is continuously stocked with the essential equipments and participating in activities that involve receiving, shipping and issuing of essential equipments as needed by the client.The job analysis that I have undertaken clearly spells out that the is...
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...Job Analysis DeVry University MGMT 410 Due date: March 24, 2014 Job Analysis The occupation descriptions are customarily intended as per company’s requirements and standard course of action from prospective workers. Companies form occupation descriptions for informational purposes and use job announcements to set the preliminary standards for employment candidates. “The job description should be reviewed and updated annually, usually by the employee and supervisor during the performance review cycle” (McNamara, 2008). There are necessary components that describe the occupation descriptions which include schooling, knowledge, skills and capabilities needed for a potential employee. The in depth info in occupation descriptions are vital in outlining the profile of carefully chosen candidates. The procedures used in choosing applicants are likewise a central part of the businesses Human Resources Management (HRM) course of action. The interview offers the prospect for management and workers to comprehend the interpersonal infrastructures, the organizational abilities and technical capabilities. The occupations on ONET that fits my talents and skills is an Accountant and an Auditor. I believe that both jobs are a good fit for me. I am pursuing a degree in Technical Management with a concentration in Accounting. Growing up, I was always interested in numbers and keeping my checkbook balanced. I served in the military for twelve years doing administrative work...
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...Job Analysis Question 1 General compensation and compensation decisions providing an overall review of the entire process created from job analysis to compensation. Answer: Job: “Job is related group activities done by different individuals for completion of certain tasks.” Entire productivity of any business is dependent upon the employees of that organization. To hire employees is an important matter for the strategic management. Teams and work force if loyal with their jobs can prove warm blood for their company. So human resource management department of a company is conscious for the selection of his employees so the job analysis in HRM section includes following stages i. Job description ii. Person Specification iii. Managing Applications iv. Selection v. Performance Appraisal vi. Training and Development vii. Compensation management 1. Job Analyzing process Job analysis is the point where we understand all the position of job and all the requirements related to it. At least three methods of job analysis information need to be completed for best team selection. These may include Questionnaire Observation interviews a. Job Description Following points need to consider while doing analysis of job • List out duties and responsibilities of the position in detail • Scope of job • Job environment • Extent of responsibility, authority and accountability required to complete the assigned...
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...What is a job analysis? A job analysis figures out what a person does in there line of work. It unveils the Knowledge, Skills and Abilities required to perform their job successfully. Job analysis gives purpose and outcome to the job. It defines the job role in relation to other jobs in the organization. Through job analysis you obtain all necessary job data in the organization. Job analysis is a process of job data collection through one or multiple methods. One method is continuous observation which is done over a given period of time. A trained analyst observes a worker and records what the worker is doing, how they do it and how long it takes. There is also work sampling which is a form of observation. This constitutes of observing randomly over a short period of time. Work sampling is appropriate for more routine and repetitive jobs like an assembly line. Keeping an employee diary is another form of observation. This is when a worker observes their own performance by logging their job duties, how frequent they are performed and how long each duty takes. This method yields a lot of useful information but employees don’t normally like it because they feel it takes time away from their actual job duties. For jobs that are more difficult to define there is the interview method. Interviews can be done individually or in a group usually using a standardized interview form to record the information gathered. Interview methods can be somewhat time consuming but if...
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...Job analysis Job analysis involves a systematic investigation of jobs using a variety of methods, to determine essential duties, tasks and responsibilities. Job analysis is crucial to the identification of relevant skills and competencies. It involves obtaining objective and verifiable information about the actual requirements of a job, and the skills and competencies required to meet the local area and University’s needs. Job analysis facilitates accurate recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification/reclassification of positions. Comparing the skills possessed by employees with the results of job analysis can greatly assist in workforce planning strategies and restructuring or redesigning jobs to reflect the requirements of the local area and/or University-wide changes. Key Factors in Job Analysis Task identity: Employees receive more satisfaction from doing a ‘whole’ piece of work. This is likely to happen when the job has a distinct beginning and end which is clearly visible to the employee and others. It is important that employees see the end results of the work they have produced either on their own or as a part of a team. Variety: Employees, who perform repetitive tasks which offer no challenge, may lose interest and become bored and dissatisfied. Greater variety can improve interest, challenge and commitment to the task. Variety means more than simply adding an extra but similar task. For...
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