The paper 'The Process of Job Analysis and Its Usefulness for Organisations' is a great example of a Management Essay. The process of job analysis involves the identification and determination of the requirements and duties of a specific job. In the process, a view of how a job contributes to the larger organization is provided. Additionally, jobs are identified for analysis and the techniques for data collection during the analysis are developed. Also, job descriptions are developed and job specifications prepared during the process of job analysis. The ultimate objective of the job analysis process however is to make judgements based on data collected during the process.
The judgements relate to the effect that employment processes (such as training, performance appraisal, job evaluation and personnel selection) have on the effectiveness or lack thereof of human resource performance (Van der Waldt, Bayat & Fox 1998, p. 119). The usefulness of the process of job analysis to an organization is related to the reasons why it is carried out. Van der Waldt et al (1998, p. 119) for example observe that job analysis is conducted for two main reasons namely: determining what the job is all about and ascertaining the type of personnel required for the job position.
Consequently, it would be assumed that a job analysis process must support an organization to identify facts about a job, define the tasks of such a job, and identify the personnel skills and behaviors necessary to accomplish the identified tasks. Without indulging in the job analysis processes, therefore, organizations would have a reduced chance of identifying the nature of the job, its scope, and competencies, skills, attitudes, and/or experiences needed to effectively accomplish specific job-related tasks. Hodgetts and Kroeck (1992, cited by Van der Waldt et al.
1998, p. 120) observe that the job analysis process helps organizations link their goals and structures to the human resource plan, job design, and operations performed by the employees therein. The process is especially critical to obtaining information, without which, the organization would be unable to make critical HR-related decisions. The four critical steps in the processes include identification of job to be analyzed; determination of the information required “ regarding the activities and tasks involved in the job” ; a collection of job analysis information; and the analyzing, collating and making reports about the job description and specification (Van der Waldt et al.
1998, p. 121). The job description includes job title, responsibilities, authority, work conditions, a summary of the job, effective date, grade level, section/department, nature of the work, the tasks and duties, and the equipment and materials. Job specification on the other hand includes qualifications, knowledge, experience, emotions, attitudes, initiative, physical abilities, computer skills, judgment, language skills, and other skills.
Overall, and through the job analysis process, an organization is able to identify the essential tasks, duties, and responsibilities for a specific job, identify the skills and competencies needed for the job position, and facilitate recruitment and selection processes that bring competent and skillful personnel into the organization. Additionally, the process provides the organization with the information needed to set performance appraisal standards.
Management Study Guide (2013). Problems with job analysis. Retrieved 2 April 2013, from http://www.managementstudyguide.com/job-analysis-problems.htm
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Van der Waldt, G., Bayat, M. S., & Fox, W. (1998). Fundamental of public personnel management. New Delhi: Juta and Company Ltd.
Xage Consulting (2009). Lesson 9: Job analysis. HR Library. Retrieved 2 April 2013, from http://xageconsulting.com/HR%20Library/09%20Job%20Analysis%20-%20Masters.pdf