Psy302 Job Analysis Paper

Job Analysis
Heather Murphy
PSY302: Industrial/Organizational Psychology
Instructor Ioannis Papazafiropoulos
September 22, 2014

Job Analysis Creating a job analysis is an important step that needs to be taken in order to create an effective job description. A job analysis will generally include information regarding job tasks/responsibilities, worker requirements, and contextual factors. Implementing this type of information will allow you to create a more successful job description, and will also help in weeding out the less qualified candidates. Creating an effective job description will impact the success of finding the right employee, as it will provide the most important aspects of the job. The remainder of this
paper will show the importance of constructing a job analysis by providing an example of a job description and showing how it was created.
Braum 's Ice Cream and Dairy
Assistant Manager
Job Description
Title: Day Assistant Manager
Reports to: Store Manager
Job Summary: An assistant manager at Braum 's will assist the store manager with daily duties to ensure the store runs smoothly.
The assistant manager will also act as sole manager when the store manager is not there. At Braum 's we are seeking assistant managers who are motivated, team leaders, responsible, dependable, hard working and authoritative. Duties include training, money handling, enforcing safety and security procedures, and assisting other employees and customers.
Summary of essential job functions: An assistant manager has many responsibilities that have to be carried out each and every day. These responsibilities include: prepare work schedules and product orders, enforce food safety requirements, pre-screen applicants and train staff, prepare deposits and audit registers, assist customers and employees, enforce security procedures, and maintain proper work areas.
Minimum work requirements Applicants applying for the assistant manager position must meet these requirements: valid drivers license, be 21 years of age or older, have at least one year of management experience, must have high school diploma or equivalent, and must have reliable transportation.
Abilities
required An assistant manager must be able to lift up to 50lbs (with or without help), must have basic counting skills, and must be able to stand on feet for long hours at a time. Disclaimer:
The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel as classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.
Additional Information
HR USE ONLY
Job Code

Generic Title
Day Assistant Manager
Pay Grade
Hourly + bi weekly bonuses
Management (Yes/No)
YES
E/NE status

Last Revised

The job description above shows the importance of creating a job analysis. Had a job analysis not been done, we would not have the details of the job. A job analysis is used to understand the details of a job in order to construct an effective job description. Safdar, Waheed, and Rafiq (2010) wrote that “job analysis paves the way for unassailable recruitment process (pg. 32). Not only does job analysis help in understanding the job position, but it also aids managers in hiring the right person for the job. Tasks/responsibilities, knowledge, skill, abilities, and job context are all part of a job analysis. The tasks/responsibilities are the duties one performs on a daily basis (Youssef and Noon, 2012). For example, the responsibilities mentioned in the job description include enforcing safety and security procedures, preparing work schedules and orders, auditing registers and preparing deposits, etc... Knowledge, skills, and abilities are types of worker requirements. Knowledge refers to the information found within the job. For example, an assistant manager at Braum 's would need to know about Braum 's safety and security procedures. Skills are the minimum set of competency that is needed to perform tasks properly (Youssef and Noon, 2012). For example, an assistant manager would need communication skills, money counting skills, and leadership skills. Abilities are what we are capable of doing, and are what we need to possess to perform the job (Youssef and Noon, 2012). For example, an assistant manager needs to be able to lift up to 50lbs, and must be able to stand for long periods. Job context involves the social and physical contexts within the job. For example, the social context for an assistant manager would require him/her to have excellent social and teamwork skills, and would need to be able to communicate and interact well with others. The physical context relates to environmental factors (Youssef and Noon, 2012). An assistant manager at Braum 's would need to be able to work in cold temperatures (freezer) or hot temperatures (kitchen), need to be able to stand most of the day, and be able to work with a lot of noise. The process of constructing a job description begins with creating a job analysis.
When creating a job analysis, one will begin by gathering information about the job. Documentation is one way to gather information for a job. This information can be found in training manuals, or even past work analysis. Another way to get information is by using role-incumbents, which are people who have held the position before. Talking to people who have held the position can help in getting the details that are needed for the job. Supervisors should also be considered when gathering information about a job. They often have more experience, and can give more detailed information regarding what the job entails. Observation should also be used in conducting a job analysis. By observing people at work, one can develop a better understanding of what the job entails, and can then develop a more precise job analysis and job description. In constructing my job description, I conducted an interview with an assistant manager at Braum 's, then I gathered more information about the job position, and then I organized all of my information and finished my job analysis, which led to creating my job description. Conducting a job analysis is very important, especially for creating job descriptions and selecting employees. Job analysis is a good tool to use when selecting new employees because it helps aid the manager to see if you are right for the
job. In conclusion, you can see there is a lot of time and effort that goes into creating an effective job description. You must first gather as much information as possible on the details of the job, in which there are many different ways this can be achieved. Next, you should organize the information you have gathered of the job to conclude your job analysis. Last, you should take all of that information form your job analysis to create a job description, utilizing the most important details of the job. Creating a job analysis will help you to create an effective job description will aid you in finding the best employee for the job. Job analysis should also be used in interviewing candidates to ensure they match the qualities needed for the job.

REFERENCES
Safdar, R., Waheed, A., & Rafiq, K.H. (2010). Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model. Journal of Diversity Management. Vol. 5(2), p17- 36. Retrieved from: http://search.proquest.com.proxy- library.ashford.edu/docview/506643513?accountid=32521
Youssef, C. & Noon, A. (2012). Industrial/Organizational Psychology. San Diego, CA: Bridgepoint Education, Inc.