Planning For People
Radwa Shaaban
HRM/531
April 29th, 2013
Angela Lucente

Planning For People Job analysis is an important process, any organization used to use it in order to collect information and data about required skills, level of education, work environment, responsibilities, and the duties to create a job description, recruiting plans, and performance development planning (Susan M. Heatfield, 2013). Once job analyses are updated as described, a summary of the results is normally prepared in writing in the form of a job description (Wayne F. Cascio, 2010).
According to my reading chapter five about job analysis process. There are some topics I felt comfortable with, such as alternative perspectives on jobs. This topic add to my knowledge many information and explained how jobs are important to organizations, what is the highly unusual jobs that some organizations required it, and distinguish job analysis form job design (Wayne F. Cascio, 2010). On the other hand, I struggled with topic job requirements because there are many methods created in order to study job requirements and none of them alone is sufficient. Thus, it is essential to integrate this methods to obtain the results of the tasks and duties of a job (Wayne F. Cascio, 2010). It is not that easy to implement the methods of job analysis, such as job performance, observation, interview, critical incidents, and structured questionnaire, those are the most five common methods of job analysis and each one of those takes time and effort to achieve desirable performance.
In fact, my current field not related to the weekly topics, it is more related to customer service and the weekly topics focusing more on analyzing the work to be done, determining the types of skills needed to do the work, and hiring employees (Wayne F. Cascio, 2010).

References
- University of Phoenix material ( Chapter 5 )
- Web site (About.com) topic job analysis http://humanresources.about.com/od/jobdescriptions/g/job_analysis.htm