Explain how a job analysis is used to create a job description.
2.2 Explain the functions of a job description.

This week I was very comfortable with our two main objectives; of how the process of job analysis is used to create a job description and the functions of any job description.

Basically the outcome of any job analysis process is the job description; as the second one is a vital tool in the hand of decision makers to give the position to the right candidate or determine compensation for example. Job description refers to the required tasks, knowledge, skills, abilities, and reporting structure required for jobs.
The description of the job contains many important elements such as (the position title, summery of the position, essential duties and responsibilities…etc.). Our chapter mentioned something coat my eyes to describe the importance of job analysis stating;
“Jobs are important to individuals: They help determine standards of living, places of residence, status (value ascribed to individuals because of their position), and even a personal sense of self-worth. Jobs are important to organizations because they are the vehicles through which work (and thus organizational objectives) is accomplished.” (Wayne F. Cascio, 2010, p. 162).

According to this paragraph when HR conducts the process of job analysis they are actually contributing to the success of their organization. This process can be defined as the “ systematic study of jobs to determine what activities and responsibilities are included, their relationships with other jobs, the personal qualifications necessary for performance of the jobs, and the conditions under which work is performed.” ("Uslegal Definition ", 2011).

Uslegal definition . (2011). Retrieved from http://definitions.uslegal.com/j/job-analysis/
Wayne F. Cascio. (2010). Managing Human Resources: Productivity,