Job Analysis Methods
One of the most important functions
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One of the most important functions that a human resource manager performs is that of accurately analyzing the jobs that are and need to be performed within an organization. Such job analysis assists the manager to design programs for recruiting, hiring, evaluating and training personnel. If the manager is unable to accurately gauge both the needs of the company and match those needs with the talent pool of current and potential employees, the organization may face decreasing employee morale, decreased productivity and decreased profits. Accurately assessing the jobs to be performed and how individuals should perform those jobs provides the organization with the best information possible and enables the company to take full advantage of its human resources. This research compares two commonly used methods for analyzing jobs, functional job analysis and task inventory, in light of seven attributes. In addition, this research also examines the applicability of the two job analysis systems for five specific human resource functions.The attributes that are considered are generalizability, reliability, validity, direct cost, data information turnaround, exhaustiveness and descriptiveness. These factors are important considerations because they offer human resource managers the ability to weigh each in light of the organization's operating environment and characteristics. Some organizations may be willing to sacrifice one of the characteristics in
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tory, which has a slow turnaround time.
Exhaustiveness
In considering various types of job analysis systems, it is important that human resource managers consider the exhaustiveness of the system. How complete is the information that any particular system yields? If a system yields only partial information, it is of little value to most organizations. On the other hand, a system which offers a complete picture of the various jobs being analyzed has greater short-term and long-term benefits associated with it. Functional job analysis offers a fair level of exhaustiveness, but not as good a level as task inventory. Neither system provides the greatest level of exhaustiveness of the commonly used job analysis systems, but neither systems is the poorest, either.
Descriptiveness
The last characteristic of a job analysis system to be considered is that of descriptiveness. This refers to the ease of understanding the results obtained by the job analysis. If a system is particularly descriptive, its results can be easily understood by most members of the organization, making resulting job design and evaluation easier to accomplish. Functional job analysis provides a good level of descriptiveness, while task inventories offer a
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Some common words found in the essay are:
Information Turnaround, Planning Planning, Generalizability Generalizability, Conclusions Ideally, , Methodologies Functional, Selection Choosing, Cost Companies, Applications Five, job analysis, Validity Closely, human resource, functional job, functional job analysis, task inventory, job analysis system, analysis system, task inventories, human resource managers, resource managers, analysis systems, analysis task, job analysis systems, analysis provides, job analysis provides,
Approximate Word count = 2285
Approximate Pages = 9 (250 words per page)
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