I have gained a lot of information about the job analysis topic. I used to think that job analysis is all about conditions and assessment of a particular job. From the knowledge I gained, I realized that job analysis plays various roles in terms of recruitment and selection, performance analysis, training and development, compensation management, job designing and re-designing. Besides, it caught my attention that job analysis methods depend upon the needs and requirements of the organization and also the objectives of the job analysis process. The job analysis methods include observation, interview method, questioner, log records and actual job performance.
Besides, from the reading, I analyzed some of the advantages and disadvantages of job analysis which was quite exciting and sensible. Some of the benefits I gathered are job analysis provides first-hand job-related information, helps in creating a right job that the employee fits, helps in analyzing and developing the required skills for a particular job, helps in deciding compensation for a specific job, aids in establishing effective hiring practices and also provides proper guidelines through performance evaluation and appraisal. Besides the advantages, I also summarized some of the disadvantages, which include time-consuming, source of data is minimal, involve a lot of human effort, and finally, the mental ability cannot be directly observed.
I have learned various issues concerning job description and specifications, task inventory statements, and how to prepare it through the job analysis assignment. I have realized that Job description and job specifications have a significant difference in terms of requirement and what they serve. From the job analysis assignment, I learned that job description refers to necessary job-related data that is it useful to advertise and attract a pool of talent. Besides, I realized that the purpose of writing a job description is to collect job-related data to advertising for a particular job. It is also done to determine what needs to be delivered in one specific job. It also gives the recruiting and selecting team a clear view of what kind of candidate is required for a particular position. On the other hand, job specification is a written statement of education qualifications, specific qualities and level of experience, technical and communication skills required to perform a job. I noticed that the purpose of job specialization is to help the candidates analyze whether they are eligible to apply for the occupation, helps the recruiting team of an organization understand what level of qualifications, qualities and characteristics should be present in a candidate.
I have learned that Job description and job specifications have a significant difference in terms of requirement and what they serve. From the job analysis assignment, I realized that job description refers to necessary job-related data that is it useful to advertise and attract a pool of talent. Besides, I realized that the purpose of writing a job description is to collect job-related data to advertising for a particular job. It is also done to determine what needs to be delivered for a specific job. It also gives the recruiting and selecting team a clear view of what kind of candidate is required for a particular position.
On the other hand, job specification is a written statement of education qualifications, specific qualities and level of experience, technical and communication skills required to perform a job. I noticed that the purpose of job specialization is to help the candidates analyze whether they are eligible to apply for the occupation, helps the recruiting team of an organization understand what level of qualifications, qualities and characteristics should be present in a candidate. Besides,” I have learned more about task inventory statements, which are structured work-oriented surveys that break down job into their components tasks.” I find the information fascinating on how they are designed to bring out accuracy; for instance, during job advertisement and application.
I could have done a bit differently on the job qualifications aspect by being more detailed about the job. Besides, I would consider most the element of personal qualities and education. Unique attributes are essential; when it comes to any job. For instance, I would have regarded as particular qualities on the job accountant qualities, for example, service-oriented mindset, innovativeness, reliability and trustworthiness, strong organization skills and vigilance. I could have analyzed this through how the candidates answer questions and through psychology study of their minds.
The techniques used in job analysis are quite complex but precise. For instance, the interview guide requires one to ask appropriate questions and not leaning on personal questions that might offend the candidate. Besides, task statement is quite complicated as one is supposed to discern what task description is essential, necessary, non-essential and not crucial for a particular job to be accomplished.
My job analysis contains accurate and required info. For instance, I have started the job description and specifications, essential elements of the accountant manager job, and the expectations of the job. Besides, I have conducted the interview appropriately in terms of questions that the job occupation entails and other necessary questions attached to the occupation for quality performance; hence legally defensible.