The paper "Job Analysis of Senior Accountant" is an outstanding example of management coursework. One of my family members is an accountant with one of the fastest technological growing organizations in the country. As an accountant, he is entitled to a lot of duties since the progress of the organization relies upon him. However, the main duty of an accountant is to examine and prepare financial reports (Monster, 2014). They make sure that all recorded reports do not display any error and the taxes have been paid properly and timely.
Accountants have been employed in organizations to work closely with auditors in performing general overviews of the financial operations for the organization in order to assist it to run efficiently (Monster, 2014). The other duties that he is entitled as an accountant are recommending financial actions through analysing financial challenges, reconciling financial discrepancies, securing financial information and inspecting of accounting books (All Business Schools, 2014). In this organization, he has worked for four years now rising from a junior accountant and now he holds the rank of a senior accountant.
Being an accountant for those years has provided a career path to grow. Job analysis Job analysis has been defined by the authors as the systematic process for investigation of tasks, responsibilities, duties, outcomes; necessary skills and knowledge that will enable an individual to undertake their role in the job (Sackett, Walmsley, & Laczo, 2012). Job analysis is important to HR managers in the organization as it provides a way out in designing and implementation of training programs. The job analysis process will determine the level of standards in regards to one’ s occupation and let the HR department come up with specific programs to facilitate job performance (Sackett, Walmsley, & Laczo, 2012).
HR managers’ will be able to obtain information in order to manage the design and implementation of development and training programmes (Gomez-Mejia, Balkin, & Cardy, 2010). A job analysis will assist in determining the subject matter of training courses. It will also assist in weighing and checking information to facilitate the designs and implementation of training programs to improve job performance. Job analysis enables the HR managers to create a healthy and safe work environment in an organization so as to improve job performance to attain organizational objectives (Gomez-Mejia, Balkin, & Cardy, 2010).
This process, therefore, provides a prospect that helps to identify dangerous and unhealthy situations so that the HR department can analyse it and come up with corrective outcome measures to be undertaken in order to completely eradicate any chance of sickness and accidents (Gomez-Mejia, Balkin, & Cardy, 2010). Job analysis plays a crucial role to ensure the working environment is healthy and safe to work from. To ensure there is legal compliance in the organization, there is a need to conduct a job analysis.
A job analysis will study one's occupation and reveal as to whether the job identified was award protected or award free (Gomez-Mejia, Balkin, & Cardy, 2010). This will help in concluding as to what extent the organization has complied with the legal prospects in ensuring the position in the organization are occupied by the right and qualified individual. There should be no racial, ethnic and gender imbalance or discrimination in awarding of the job (Gomez-Mejia, Balkin, & Cardy, 2010).
Therefore, job analysis assists the HR managers in solving matters that are in relation to legal compliance within the organization.
All Business Schools. (2014). Accounting is About More than Crunching Numbers: Learn What Other Duties an Accountant Holds. Retrieved from http://www.allbusinessschools.com/business-careers/accounting/job-description/
Aswathappa, K. (2002). Human resource and personnel management: Text and cases. New Delhi: Tata McGraw-Hill Pub.
Barbara, B. K. (2005). Participant Observation as a Data Collection Method. Qualitative Social Research, Vol. 6(2), 43.
Bemis, S. E., Belenky, H. A., & Soder, D. A (2009). Job Analysis: An Effective Management Tool. Washington, D.C., Bureau of National Affairs.
Gill, P. Stewart, K. & Chadwick, B. (2008). Methods of data collection in qualitative research: interviews and focus groups. British Dental Journal, 204, 291 - 295
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2010). Managing human resources. Upper Saddle River, N.J: Pearson/Prentice Hall.
Monster. (2014). Recruiting and Hiring Advice: Accountant Job Description Sample. Retrieved from http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-descriptions/accountant-job-description-sample.aspx
Sackett, P. R., Walmsley, P. T. &Laczo, R. M. (2012). Job and Work Analysis. Handbook of Psychology, Second Edition. 12:II:4.
Sree Rama Rao (2010). Methods of Collecting Job Analyses Data. Retrieved from http://www.citeman.com/12637-methods-of-collecting-job-analyses-data.html#ixzz3Vmg7e5Vx
The Business Communication. (2014). Advantages and Disadvantages of interview, Retrieved from http://thebusinesscommunication.com/advantage-and-disadvantage-of-interview/