Job Description and Job Analysis Report
Job Analysis and Job Description
Job Analysis
Mondy (2008) defines Job analysis (JA) as a systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization. The most crucial element in job analysis is the identification of the key sources of information. Job analysis may include:
Review of job responsibilities of the current employees
Analysis of duties and tasks of the job
Analysis of already available job descriptions
Key Concepts:
Determines knowledge, skills and abilities
Identifies tasks needed to perform the job
Helps in updating the job requirements
Used in determining training needs
Provides basis for Job Description
Sources of Data for JA:
According to the common modes of usage, the following are the usable sources of data to conduct an authentic Job Analysis:
Job Analyst: She/he is a person whose core duty is to analyze different types of designations and look into the duties and responsibilities that an employee has to work upon once performing each job.
Employee: A primary employee performing the same job for a certain period of time can be a major source of data for the JA. She/he must be able to tell the main duties that have to be performed in the particular area of work.
Supervisor: Being the person who has the duty to keep a check on the subordinates performance and efficiency levels, they know all about the technicalities of the particular Job. Hence they can be asked to give detailed insight to the responsibilities.
Manager: The manager and supervisor may be the same person in some contexts, but they may be differentiated in bigger organizations. The core manager related to a certain segment of the organization can be a vital source of information regarding the responsibilities associated with the job.
Outside Consultant: An outside consultant is a person that is not from inside the organization, but may know about the concerned Job and the duties to be performed in it. They have an overview
Job Analysis
Mondy (2008) defines Job analysis (JA) as a systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization. The most crucial element in job analysis is the identification of the key sources of information. Job analysis may include:
Review of job responsibilities of the current employees
Analysis of duties and tasks of the job
Analysis of already available job descriptions
Key Concepts:
Determines knowledge, skills and abilities
Identifies tasks needed to perform the job
Helps in updating the job requirements
Used in determining training needs
Provides basis for Job Description
Sources of Data for JA:
According to the common modes of usage, the following are the usable sources of data to conduct an authentic Job Analysis:
Job Analyst: She/he is a person whose core duty is to analyze different types of designations and look into the duties and responsibilities that an employee has to work upon once performing each job.
Employee: A primary employee performing the same job for a certain period of time can be a major source of data for the JA. She/he must be able to tell the main duties that have to be performed in the particular area of work.
Supervisor: Being the person who has the duty to keep a check on the subordinates performance and efficiency levels, they know all about the technicalities of the particular Job. Hence they can be asked to give detailed insight to the responsibilities.
Manager: The manager and supervisor may be the same person in some contexts, but they may be differentiated in bigger organizations. The core manager related to a certain segment of the organization can be a vital source of information regarding the responsibilities associated with the job.
Outside Consultant: An outside consultant is a person that is not from inside the organization, but may know about the concerned Job and the duties to be performed in it. They have an overview
References: Mondy, W. Human Resource Management: Staffing. Tenth Edition. India: Pearson Education, 2008 “Write effective job descriptions.” Microsoft Office. http://office.microsoft.com/en-us/word-help/write-effective-job-descriptions-HA001189474.aspx “Job Analysis: Overview.” HR Guide. http://www.hr-guide.com/data/G000.htm “A Look at Sensible Job Description Advice.” Wordpress. 2009. http://sachiko007western.wordpress.com/