The paper "Factors in Job Analysis" is an outstanding example of a business literature review. Job analysis is a planned investigation that applies a number of methods to determine the tasks, requirements, responsibilities and duties of a given position. Job analysis identifies relevant skills and competencies for candidates to fill particular positions (Singh, 2008). A job analysis is a process that strives to provide verifiable and objective information about the actual job requirements. Schools need to conduct a thorough job analysis to obtain the right competencies and skills in candidates they choose to fill teaching positions. However, the job requirements of the teaching profession are changing rapidly due to pressure from various sources.
Students are looking for quality learning from their teachers while their supervisors need teachers to achieve better outcomes in class with limited resources (Singh, 2008). Changes in technology are also causing the job requirements for teachers to change. The benefits of job analysis are not limited to the hiring process only. While job analysis ensures accurate recruitment, they also provide standards for performance appraisal. Job analysis is also an important tool for classifying and reclassifying positions.
According to Singh (2008), Job analysis can be an important tool for comparing the skills possessed by employees. Such a comparison is important in restructuring and redesigning jobs as well as workforce planning. Factors in Job Analysis Task Identity According to Prien et al (2009), more satisfaction is obtained by employees if they perceive they have done a ‘ whole’ piece of work. This perception can be created by giving jobs a distinct beginning and a visible end for the concerned employee and others. Prien et al (2009) argue that it is important for employees to see the results of their work or that of their team. Variety Prien et al (2009) challenge people who come up with job descriptions to come up with a variety of tasks that can be completed by each individual worker.
He argues that repetitive tasks are likely to become boring to workers as they offer no challenge.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Prien, E. P., Goodstein, L. D., Goodstein, J., & Gamble Jr, L. G. (2009). A practical guide to job analysis. John Wiley & Sons.
Rozenfeld, O., Sacks, R., Rosenfeld, Y., & Baum, H. (2010). Construction job safety analysis. Safety science, 48(4), 491-498.
Singh, P. (2008). Job analysis for a changing workplace. Human Resource Management Review, 18(2), 87-99