Job Analysis And Legal Implications

Job Analysis and Legal Implications
Job Analysis & Legal Implications A job analysis is a process to identify, to determine in detail, the particular job duties and the relative importance
of the duties for a given job (Job Analysis: Overview, 1999). Judgments are made in the process about the data collected on a job. The purpose is to
establish 'job relatedness' of the employment procedures. This would include training, selection, compensation, and performance appraisal. The job
analysis is used to develop training needs, compensation for skill levels, responsibilities, and required levels of education. It is used to develop
selection procedures and criteria for performance reviews. The job analysis consists of different methods to be used in combination. The methods
include review of job classification systems, incumbent reviews, supervisor review, expert panel, structured questionnaires, task inventories, check lists,
open–ended questionnaires, observation, and incumbent work logs. The job analysis should include duties and tasks, environment, tools and
equipment, relationships, and requirements. The Uniform Guidelines on Employee Selection Procedures and the American's with Disabilities Act
govern the job analysis (Job Analysis: Law/Legal Issues: Federal Guidelines, 1999). The Uniform Guidelines on Employee Selection Procedures
requires a job analysis with validation studies based on job information review. The job analysis should describe work behaviors, their relative
importance, and their
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Job descriptions and job analysis help to provide accurate information to incumbents about the daily functions of the position available and its
expectations. "A job analysis is completed to determine activities, skills, and knowledge required of an employee for a specific job" (Jahn, 2014).
Questionnaires, observations, interviews, and employee recordings all play a role in determining a job analysis. "Job analysis provides a method to
understand a job by examining the tasks performed on the job, the competence to perform those tasks, and the connection between the task and the
competencies" (Bortz & Steisel, 2014). The final analysis provides essential tools, such as the job description and job specifications. Job specifications
identify critical attributes of a person suited to the job, which includes the minimum education and experience needed to perform the job (Jahn, 2014).
Job descriptions help to support the job analysis. "Job descriptions are narrative statements defining a job and what the employer expects regarding
on–the–job–performance" (Jahn, 2014). Job descriptions include a list of responsibilities and duties required for a particular position. Job descriptions
further define the employee's functions in more general terms than what is described in the job analysis. Job descriptions usually begin with an action
verb and close with a noun defining the activity. Without job analysis and job descriptions, companies will not have the ability

Report on Job Analysis Essay
| REPORT: JOB ANALYSIS| | CIPD DIPLOMA IN HR PRACTICECIPD NO 2317474X3CJA CONTRIBUTING TO THE PROCESS OF JOB
ANALYSIS WORD COUNT 1529MARIA DUYA16TH OCTOBER 2012| CONTENTS PAGE Principles and Purpose of Job Analysis2 Compare and
Contrast 3 methods of Job Analysis2 – 3 Contribute to the Process of Job Analysis4–6References7 Appendix 1 Estates and Facilities Organisation
Structure8 Appendix 2 Business Service Organisation Structure9 Appendix 3 Department Objectives10 Appendix 4 Interview Questionnaire11
–17
Appendix 5 Diary Logs18–23 Appendix 6 Job Profile24–251.1 Principles and Purpose of Job Analysis The principles of job analysis involves a...show
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It currently employs around 3000 staff. A job analysis on the Business Service Assistant post will be undertaken, the post sits in the department of
Business Service within the Estates and Facilities Directorate (Organisation Chart, Appendix 1 and 2) the job was created in April 2012 to meet with
departmental objectives in order to support two sections, Business Service and Reception/Switchboard. To undertake a job analysis an interview
structured questionnaire was conducted to ask the incumbent about her job role. To supplement this method a diary log of one week was requested to
highlight her daily tasks. Both methods are useful as the post holder is most familiar with the job, it can reveal activities that are not on the job
profile, the methods are simple and adaptable to use. A copy of the incumbent's job profile (Appendix 6) was also obtained from the manager in order
to compile the interview questionnaire and to compare with results. To review the incumbent's answers a follow up discussion was held with the
incumbent's Line Manager and to find out if there were any new developments or changes within the department' that would impact on the job. 2.3

Job Analysis
JOB ANALYSIS
Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications necessary for one
to perform them. The process involves use of methods and procedures to determine the duties, responsibilities, working conditions, working
relationships, and required qualifications.
Job analysis produces the following information about a job:
1Overall purpose: Why the job exists and, in essence, what the holder is expected to contribute.
2Content: the nature and scope of the job in terms of tasks and operations to be performed and duties to be carried out – i.e. the processes of
converting inputs, such as knowledge, skills and abilities, into outputs (results).
3...show more content...
This data enables human resource specialists make informed decisions on the organization's future human resource needs.
3Recruitment, Se/cc/ion and Placement
All these three activities largely depend on information from job analysis. The most important and fundamental information a recruiter needs is the
content of the j oh and its requirements.
4Job Classification and Evaluation
Job analysis information makes it possible to determine reliably the structure of jobs and their relationships. Only then can "job families" be
identified and jobs classified meaningfully into grades. In job classification, the job analyst uses information to categorize similar jobs into job
families. The analyst can then develop selection, appraisal, pay, or other procedures for an entire job family rather than for a single job. Job analysis
is also the basis for job evaluation – the process of determining the relative worth of jobs within the organization. This forms the basis for establishing
pay structure and internal equity.
5Employee Training and Management Development
Job analysis information is invaluable to those who administer training and management development programmes. It helps them in determining the
content and subject matter needed in training and development programmes. Selection of who to train is also facilitated by job information.

6Performance Appraisal
Job information is very crucial for the development of performance appraisal systems, whose

Job Analysis Essay example
Job Analysis Job analysis involves a systematic investigation of jobs using a variety of methods, to determine essential duties, tasks and
responsibilities. Job analysis is crucial to the identification of relevant skills and competencies. It involves obtaining objective and verifiable
information about the actual requirements of a job, and the skills and competencies required to meet the local area and University's needs. Job analysis
facilitates accurate recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification/reclassification
of positions. Comparing the skills possessed by employees with the results of job analysis can greatly assist in workforce planning strategies...show
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The optimum amount of variety will differ from person to person and could depend on the level of the position. Responsibility: Employees need to
feel responsible for a significant part of the work they perform, either individually or as part of a team. Work should be clearly identified enabling
employees to see that they are personally responsible for the successes and failures that occur as a result of their own actions. The employee should
understand the significance of the work and where it fits into the purpose of the local area and within the University. Autonomy: This goes hand in
hand with responsibility. Employees should have some areas of decision making within the framework of their job. Autonomy means giving more
scope to employees to regulate and control their own work. Working environment: A job should provide a safe and healthy working environment that is
free from discrimination and harassment. It is also important to consider the types of work aids and equipment required to perform the role. Employees
need to understand their reporting relationships. For example, who does the position report to, does the role have any direct reports, the location of the
position and what hours are required. It is important to identify who and the level of interaction that is required with key internal and external
customers. Recognition and support: Employees need jobs that contribute to self–respect,

Advantages And Disadvantages Of Job Analysis
Job analysis is a broad term commonly used to describe a wide variety of systematic procedures for examining, documenting, and drawing inferences
about work activities, worker attributes, and work context (Siddique, 2004). In light of recent workplace changes that devalue traditional conceptions
of rigidly deп¬Ѓned jobs, the broader term, work analysis, is sometimes supported. However, there are three different types of job analysis and they are
job requirements, competency based, and rewards (Siddique, 2004). Furthermore, job requirements job analysis is the most commonly used by
organizations. It seeks to identify and describe specific tasks, KSAO's, and job context for a particular job (Siddique, 2004). The main purpose is to
use this particular information to create a right fit between job and employee, recruiting, determining salary ranges and levels or grades, establishing
job titles, creating employee's job goals and objectives, and conducting performance reviews. Nonetheless, job requirements can also be used for career
planning, creating reasonable accommodations, and meeting legal requirements for compliance purposes (Siddique, 2004). Consequently, there are
some advantages and disadvantages to this type of job analysis. Some advantages include providing first hand job–related information, helps in creating
right job–employee fit, helps in establishing effective hiring practices, and helps in analyzing training and development needs (Siddique, 2004).

Human Resources , Job Analysis
Introduction
Job Analysis is the act of putting together the details of a particular job. The analysis is not limited to job description alone. The Analysis includes all
relevant training, disciplinary actions , selection process, performance and employing the correct person for a job. Therefore, as the company moves
forward with this integration and merger of the two companies, new job descriptions will form as a result on the focus on sales. Rather than placing
current and or new employees into open positions, I will conduct a job analysis which will help place the correct people in their correct position based
on education, skills and experience.
Job Analysis
The areas that I will focus and place great importance are the following....show more content...
Team Construction of the Sales Department Conducting a job analysis which is base for a new job function will require team efforts and support.
Keeping in mind two companies have now become one with focus on sales in services and products; top performing managers will requested to come
together and help finalize the job description and selection process. Once completed we will have a sales team with experience to teach, coach ,
counsel and sell. The team members are as follows:
Sales Managers ~ top sales manager from service and products with an excellent performance record. The sales managers can share techniques for
sales successes over the years. In addition, the sales managers will share the knowledge of the service performed and products offered and sold by the
company.
Human recourses ~ will use the collected data combined with corporate policy to develop work ethics, disciplinary actions, safety guidelines, benefits,
harassment policy and more related to the job and company. Part of the human resources team will include a sales recruiter whom will recruit and put
training sessions together for the current and new sales employees.
Legal Team representative ~ The legal representative will ensure that we are covering all the legal aspect of sales that binds us to contractual
obligations supported by law. The legal representative will

Job Analysis
JOB ANALYSIS Job analysis is the process of collecting, analyzing, and setting out information about the content of jobs and the related qualifications
necessary for one to perform them. The process involves use of methods and procedures to determine the duties, responsibilities, working conditions,
working relationships, and required qualifications. Job analysis produces the following information about a job: 1Overall purpose: Why the job exists
and, in essence, what the holder is expected to contribute. 2Content: the nature and scope of the job in terms of tasks and operations to be performed
and duties to be carried out – i.e. the processes of converting inputs, such as knowledge, skills and abilities, into outputs (results). 3...show more
content...
High turnover[–>6] of new hires can occur when they are unpleasantly surprised by an aspect of their job, especially if that aspect is especially
important to them. For example, if they take the job with an understanding that they won't have to work weekends, then are immediately scheduled for
Saturday night, it undermines trust and the psychological contract is breached. Better informed candidates who continue the application process are
more likely to be a good fit with the position, and the ones who choose not to continue save themselves time pursuing a job or company that wasn't
right for them. The hiring organization saves time on testing and interviewing only those candidates with a strong chance of success. RJPs can take the
form of videos (e.g., Home Depot[–>7]; PetSmart[–>8]), testimonials or short tests. Regardless of format, effective RJPs accurately foreshadow the
culture that the candidate is signing up for. Other critical components include: Candor[–>9] and openness[–>10]; specificity[–>11] (while avoiding a
deluge of information); representative visual depictions of the work environment, preferably with the employee actually performing common tasks;
testimonials from

Theories Of Competency-Based Job Analysis
1.Introduction
Job analysis and recruitment are important parts of human resource management. They are effective works to implement the organisational strategies.
Competency–based job analysis is designed for some specific organisations and positions, which focuses more on competency requirements than on job
responsibilities. Based on the studies of past literatures, this paper will discuss relevant theories and information of competency–based job analysis,
employee selection and management consultant.
2.Literature review
2.1 Relevant theories of competency–based job analysis
2.1.1 Job analysis
An organisation is made up of many positions. Job analysis is the process of determining the work responsibilities and characteristics that employee
need. Job analysis provides the necessary information for the preparation of job descriptions and job specifications (Dessler, 2014).
In general, job analysis involves gathering information about work activities, employee behaviour, relevant knowledge and tools, performance
standards, work environment and competency requirements. This information is essential as it is the basis of other modules of human resource
management. Firstly, job responsibilities and job specifications can provide managers with the information of what kind of applicants should be hired.
Secondly, performance appraisal system...show more content...
Competency–based job analysis is to analyse a position in terms of competencies that an employee has to perform in order to accomplish the job.
Traditional job descriptions focus on job responsibilities, while competency–based job analysis is designed to analyse positions with change and
uncertain work task and responsibilities (Sanchez, & Levine, 2009). Work content of these jobs are unconventional, non–standardised and highly
creative, such as professional manager, senior technical and

Job Analysis and Job Design
HUMAN RESOURCE MANAGEMENT
SOO CHUNG KIAN
LITERATURE REVIEW: JOB ANALYSIS AND JOB DESIGN
What Is Job Analysis?
Introduction In human resources, job analysis plays an important role of it. It provides information regarding positions in the organisation. It is an
important topic as well as a vital employment tool which can assist with HR activities and potential and current employees, 'Job analysis is the
systematic study of positions to identify their observable duties and responsibilities, as well as the knowledge, skills and abilities required to perform
a particular task or group of tasks' ( Kovac,2006, p.1).
Methods of conducting job analysis
There are many different methods/ways to conduct a job analysis. It is...show more content...
The main aim of Job analysis is to supply HR with the relevant job information that is needed for the increase in performance for the organization.
(Ghorpade, 1988, p.4). Overall job analysis contributes to the value of the organizations human resource management by providing them with the data
needed to improve the effectiveness, ' job analysis contributes something of value to the human resource management...the job variables uncovered
through job analysis can be used by HR in forecasting needs, and formulating action plans' ( Ghorpade,1988,p 5).
What Is Job Design?
Introduction
Job design is broadly defined as level and breadth of job content, over–time variability in task assignment, specific mix of assigned tasks, use of teams,
and the level of autonomy granted to individual workers or teams (Baron and David, 2000: p 334).
Reasons for job design

In today's business environment, proper job design can help a company to become more successful and competitive in the market. "The theory of job
design, as we know it today, rests largely on the premise that effective performance and genuine satisfaction in work follow mainly from the intrinsic
content of the job" (Cooper, 1974, p.12) team approach has the ability to fulfil these criteria. "Teamwork is described as a co–operative process that
allows ordinary people to achieve extraordinary results" (Scarnati, 2001, p.5). "By sharing a common goal or

Job Description Analysis Essay
Job Description Analysis
Introduction
With the changing responsibilities of today's human resource Personnel, one of the main functions that needs redress is the accuracy of the
documentation pertaining to Job Descriptions, Performance Standards, and performance Evaluations or appraisals. In many organizations these
documents are either outdated or non–existent. With the adoption of recent regulatory provisions, compliance to these regulations has becomes a major
concern to HR departments everywhere. The availability and accuracy of these documents has become more critical to most organizations and their
legal departments.
Our group decided to analyze the aptness of these documents for one of our group member's organizations as it...show more content...
What was not included initiall was the actual job location and salary range. Although an interview may take place a the headquarters, the job inself
may be ina remote office location. The salary range is important because it gives he candidate an idea of how they will be compensated. If it does not
meet the needs of the job applicant, they can decide whether or not to pursue other opportunities. Additional changes made to the job description are
outlined below:
Major Function
This section should summarize the overall objuective of the job to the reader.Use of action verbs like process analyze and provide. He current
statement accurately gives the reader a broad overview of the job.
Specific Duties
This section should list principal duties of the job function. According to the
SBA the list should contain each and every essentioal job duty or responsibility that is critical to the successful performance of the job. Additionally it
should begin with the most important functional and relational responsibilities and continue down in order of significance (SBA, 2001). Upon review
of the current job description, it ws necessary to rearrange and insert information to comply with the above requirements. Furthermore, we added the
percentages of time spent for each duty. If the applicant were not aware that the duties were listed in order of importance, they would a least have and

idea of the weighted

Job Analysis Paper
Job Analysis Paper
PSY 435
Job Analysis Paper
The reason for job analysis is to study and evaluate the things that a job is supposed to involve. This is describing exactly what skills are needed to
perform the job, and what the exact qualifications are to fill the position. Job analysis is a method needed when the employee need to know the
precise function. An example would be that an employee's duties should be clearly stated. So, a jobs analyst is to observe the employee at his or her
current duties. This is also helpful in deciding what the requirements are to perform this job more effectively. As well jobs continue to change so a job
analyst n should watch for...show more content...
In 1996 across the state of Texas the Texas Evaluation Model for Professional School Counselors (TEMPSCO) was implemented. This serves as a
form of regular analysis of an all school counselors. It is also pertinent for counselors teaching grades Pre–School –12th grades. It is documented on
The School Guidance and Counseling Job Evaluation Form. Eight Domains of Job Performance
There are a multitude of sub categories to the eight domains that are observed in the job analysis. This includes certain standards of personal behavior
and job performance of the person in this position. All of the standards are provided by the TexasEducation Code, Title 2, Public Education, Subtitle F.
Curriculum, Programs, and Services: Service Programs and Extracurricular Activities; Subchapter A; School Counselors and Counseling Programs
(TEA, 2011). This requires practicing counselors to assess, arrange and administer developmental programs (including resources in a program and
paraprofessionals) designed for other teachers, parents as well as students. Developmental programs need to concentrate on developing decision
making, interpersonal effectiveness, self confidence, goal setting, cross cultural effectiveness, planning, communication, responsible behavior, and
motivation to achieve (TEA, 2011). Also a school counselor is directed to

Job Analyis & Compensation
Group 3: Final Paper HRMD 640 – Job Analysis & Compensation Jennifer Kreller Charlene Litzsey LeDonna Marine–Nichols Nicholas Peabody
Grace Powell April 23, 2011 Instructor: Arthur Graziano Throughout the course of this semester, compensation systems and methods have been
evaluated to determine how the compensation processes are utilized to attract and retain employees. Compensation is not only a monetary benefit, but
also includes indirect benefits such as insurance, paid time off, disability leave, etc. Both direct and indirect benefits make up a compensation package.
Within this paper, similar positions from the private, public, and military sectors have been evaluated with like...show more content...
8.Establishing long–range objectives and specifying the strategies and actions to achieve them. 9.Identifying the underlying principles, reasons, or facts
of information by breaking down information or data into separate parts. KNOWLEDGE, SKILLS AND ABILITIES RQUIRED: 1.A Bachelor's
degree in a related field. A Master's graduate degree is preferred but not required. 2.Knowledge of arithmetic, algebra, geometry, calculus, statistics, and
their applications. 3.Knowledge of economic and accounting principles and practices, the financial markets, banking and the analysis and reporting of
financial data. 4.Experience in administration and management. 5.Experience in complex problem solving and decision making. 6.Experience in
management of financial resources. JOB CONTEXT: Normal office environment with little exposure to excessive noise, dust, temperature and the like.
Telephone and personal contact with others available. May require hours outside of the 9:00 am to 5:00 pm workday. *The above is intended to
describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential
functions, responsibilities or requirements. Comparable Worth Salary Survey: CFOCompany# of Job IncumbentsBase Pay (Avg) A1$71,000
B1$104,500 C1$160,700 D2$166,400 5Weighted Mean:$133,800Job Evaluation Points:

Job Analysis Essay
Г‚ Job analysis essay Essay you see on this page is free essay, available to anyone. We strongly do not recommend using any direct quotes from these
essays for credit – you will most probably be caught for copying/pasting off the Internet, as it is very easy to trace where the essay has been taken
from by a plagiarism detection program. You are welcome to use these samples for your research, but if you want to be sure that your essay is 100%
original and one of a kind, we highly recommend to order aГ‚ custom essayГ‚ from us. What is job analysis and why is it done?Organizations are
growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to
determine the...show more content...
It is one the most important processes carried out by the Human Resource Management departments in many organizations. It contributes to many
Human Resource Management functions and helps to identify and develop the relations between jobs and requirements. It is one the most critical
steps in a job selection process as well as in writing the job description and job specifications. Basically, Job Analysis forms the core of the Human
Resources Management functions. WORKS CITEDDressler, Gary. Human Resource Management. 10th ed. Prentice Hall. 2005. "Human Resource
Mananagement."."Job Analysis Informaiton." ."Job Analysis: Overview." . Essay writing, free essay sample, essay topic Job

Written Assignment #1: Job Analysis Essay
Literature Reviews All three articles reviewed: 'Guidelines for Best Practice in the Use of Job Analysis Techniques' by SHL GROUP http:/
/www.shl.com/assets/resources/Best–Practice–Job–Analysis.pdf, 'What Happens If an Organization Doesn't Conduct a Job Analysis?' by Anaya
Baldwin, Demand Media http://smallbusiness.chron.com/happens–organization–doesnt–conduct–job–analysis–15562.html, and 'Job Analysis' created
by the Canadian Job Bank http://www.jobsetc.gc.ca/pieces1.jsp?category_id=2802&root_id=2801, all fully support Job Analysis in ways such as
creating a definition of a needed position, aligning current employees with jobs that match their work skills, creating standards which can be
quantifiable, and setting realistic goals...show more content...
It is important to note that not one single technique may be suitable but rather a blend of techniques based on a company's needs and time
constraints. The information gathered from the job analysis process can be used for future job analysis, but tailored to fit that specific role/need.
This article also points out that it is important that the person(s) doing the job analysis' be properly trained in job analysis techniques, be good
with people, and have knowledge of the organization. This article clearly supports the why, what, and how's of job analysis as well as the overall
purposes and benefits from it. An article that many business that don't practice in the job analysis process is 'What Happens If an Organization
Doesn't Conduct a Job Analysis?' This is a good question and is answered in a very straightforward way that clearly supports job analysis practices.
The author, Anaya Baldwin states that "Without a job analysis for positions, your organization will lack clear insight on employee roles." She goes
onto explain that employees talents may not be fully utilized as they may not be in a position that best suits their skills and is there is no job analysis
on a position, a company could have unrealistic expectations. They may expect an employee to possess knowledge they do not have, or they may
expect the employee perform so many duties that it would be impossible for them to complete everything.

Human Resource Planning and Job Analysis
Majan College (University College)
Faculty of Business Management
Human Resource Management (BC 15–2)
Human Resource Planning and Job Analysis
Human Resource Planning and Job Analysis are one of most important aspect that an organization either national or international company looks it in
details in achieving its objective. In my essay I am going to give the definitions of Human Resource Planning (HRP) and Job Analysis (JA); the method
and steps to use HRP and JA, the importance and the berries of using HRP and JA. Pizza Hut is a multinational example of company that have effective
Human resources.
Human Resource Planning (HRP) is an ongoing process of systematic plan to the best use of human resource requirement in order to...show more
content...
The first element is the forecasting labor demand means the company needs to predict the number of required staff. It estimates numbers and kinds of
employees needs in the future. Some factors is needs to be estimated in order to forecast employees demand such as firm's goods and services demand,
its growth of exceptions, the internal financial business and the economy situations. Then the forecast is converted to employees requirements. The
second element is the analyzing present labor means the company evaluating its supply or existing staff. There are some factors that need to be
included in this evaluation such as educations, mobility, unemployment rate and government law, and existing and potential employees. To examine all
these factors will help the company to determine the needed employee can be get internally or externally. The third element is balancing excepting
demand and supply means to balance employee supply with employee demand. The company needs to know if there is shortage or surplus of
forecasted workers. If it is found that there is shortage, then the company should have a creative recruiting method and preparing for training program
for new staff. If there is surplus, then the company needs to consider lay off or retirement of employees.
There are benefits that the company gets in applying an effective of HRP. One of it is the top management will be aware

The Benefits of an Accurate Job Analysis Essay
What is a job analysis? A job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative
importance of these duties for a given job. A job analysis can cause some confusion when not properly understood. The job itself and the specific
tasks performed on the job are what the analysis is all about, not to be confused with the person working the job. Job analysis information is collected
through interviews and questionnaires along with direct observations. The specifications of the particular job are what is defined in the analysis, not a
description of the person. Companies would benefit and be more efficient to have an up to date and current job analysis on the different...show more
content...
Having an irrelevant job analysis on hand can cause negative effects such as hiring the wrong person and giving a description to employees of the
job to be completed that actually differs than what they will be performing once on the job. The term KSAO's is a widely used term linked with
job analysis. KSAO stands for knowledge, skills, abilities, and other requirements needed to carry out tasks on the job. Analyses of the job
provide the company with an idea of the type and amount of knowledge required to precisely complete the job. Some jobs require specific skills
such as being able to multitask and make quick decisions, public speaking, and precise motor skills to operate sensitive machinery. Special
abilities are required for some jobs as well. These abilities could include being able to work in harsh work environments such as loud noise or high
temperatures. Listing KSAO's on job descriptions allows potential employees the ability to decide if they could perform in this job or if they would
be better qualified elsewhere. This saves the company the time wasted interviewing and training people who get on the work floor and decide they
can't handle the conditions and quit. Job analysis should be used to identify jobs and give an accurate job description to potential new employees. If
companies had an accurate analysis they could use it to develop an accurate synopsis of the

Job Analysis Advantages And Disadvantages
Introduction
In this assignment I am going to talk about job analysis, what is it, importance of it, methods, and advantages. The purpose of this assignment is to
make you know how important job analysis is for any organization, and why this is important, because it can help you to improve your firm or
organization.
Literature Review
Job analysis is a gathering of procedures to perceive the substance of a livelihood to the extent activities included and attributes or occupation
requirements anticipated that would perform the activities. Work examination offer information to affiliations which serves to make sense of which
delegates are best fit for specific occupations. Through occupation examination, the specialist needs to fathom what the...show more content...
The all–around valuable of occupation examination is to report the requirements of an occupation and the work performed. Job and undertaking
examination is executed as a reason for later changes, including: importance of an employment range; depiction of work; change of execution
assessments, workforce determination, decision structures, progression criteria, planning needs evaluation, genuine insurance of decision strategies,
and pay organizes. The human execution change industry uses work examination to check get ready and headway activities are locked in and
successful. In the fields of (HR) and mechanical mind science, work examination is much of the time used to amass information for usage in staff
determination, get ready, course of action, and/or pay.
Advantages
1.Provides with direct occupation related data
The occupation examination procedure gives profitable employment related information that helps directors and employment examiner the obligations
and obligations of a specific occupation, dangers and perils included in it, aptitudes and capacities needed to perform the occupation and other related
data.
2.Helps in making right occupation representatives fit
This is a standout amongst the most vital administration exercises. Filling the ideal individual in a right occupation opportunity is a test of abilities,
comprehension and capabilities of HR supervisors. Work Analysis helps them comprehend what kind of representative will be suitable to convey a
particular employment

Job Analysis
What is a job analysis? A job analysis figures out what a person does in there line of work. It unveils the Knowledge, Skills and Abilities required to
perform their job successfully. Job analysis gives purpose and outcome to the job. It defines the job role in relation to other jobs in the organization.
Through job analysis you obtain all necessary job data in the organization. Job analysis is a process of job data collection through one or multiple
methods. One method is continuous observation which is done over a given period of time. A trained analyst observes a worker and records what the
worker is doing, how they do it and how long it takes. There is also work sampling which is a form of observation. This constitutes of...show more
content...
Job analysis is essential to job design and organizational planning. It will determine minimum requirements as far as experience and education for
screening applicants. Job analysis will help you create interview questions for possible candidates. Once a candidate is hired the job analysis will
assist in the training and development of the new employee. It will determine method of most effective training; whether it should be small group,
computer based, video or a classroom setting and length of time required for the training. Job analysis will also aide in performance appraisal. It
allows you to measure an employee performance based on the expectations communicated to them when they were hired and trained. Job analysis will
aide on minimizing grievance settlement. If done correctly organization can be protected with from employment claims. Conversely failure to execute
proper job analysis and can open up an organization to lawsuits that maybe financially detrimental. Job descriptions, derived from the job analysis.
Provides understanding between organization and employee of what is expected in order to maintain a mutually beneficial relationship. Job analysis is
one of the major pillars that hold an organization to stand tall. Per ERI Economic Research Institute (2012) "It is the starting point for just about any
human resource program (page 5)." Job analysis is essential for growth in any

Job Analysis And Legal Implications

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