Job Analysis Essay

An Example Of Job Analysis Report On Apple, Inc.
Job Analysis Report on Apple, Inc.
Louis A. Calderon
September 13, 2016
Texas A&M University–San Antonio Apple, Inc.
Section "A" Information Issues
Company Organization
Founders of Apple, Inc.:
пѓ Steve Jobs and Steve Wozniak.
Type of Business Organization:
пѓ Corporate
Stock Price:
пѓ Price: $105.44
пѓ Change: +$2.31
пѓ Volume: 45.3M
History of Company (Timeline):
пѓ 1976: Apple Computer Company is founded by Steve Jobs and Steve Wozniak.
пѓ 1977: Apple introduces the Apple II.
пѓ 1978: Apple introduces Apple III.
пѓ 1983: John Sculley becomes president and CEO.
пѓ 1984: Steve Jobs introduces the Macintosh.
пѓ 1985: Steve Jobs resigns from Apple.
пѓ 1991: IBM and Apple become partners.
пѓ 1994: Apple releases its first PowerPC–based...show more content...
is company that is well–known worldwide. From their series of personal computers to one of their
best selling products, the IPhone, Apple, Inc. is recognized for their innovative products and their
marketing strategies. Unfortunately, Apple, Inc. is also known for its overpriced product, the
IPhone. If I were the Boss of Apple, Inc., I would fight to maintain that innovative mind within the
company to progressively create better products. As the Boss of Apple, Inc., I would keep the
company's simplicity in marketing strategies. Lastly, as the Boss of Apple, Inc., I would reduce the
selling price of the
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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 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

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

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

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 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 aschool counselor is directed to

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

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
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

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 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 more content...
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,

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

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.

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

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 more
content...
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
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

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

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).

Job Analysis Essay
Г‚ Job analysis essay Essay you see on this page is free essay, available to anyone. We strongly do
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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

Job Analysis Essay

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