Job Analysis Methods

Job Analysis Methods

The hiring process is delicate because it dictates the kind of employees in an organization’s workforce. Candidates applying for various job positions rely on the job description to decide whether to apply for a job or not. Organizations, therefore, need to ensure that the job description in their advertisements gives enough details on the ideal candidate required to fill a vacant position. The most effective way to create a good job description is to conduct a job analysis. According to Thomas (2010), a job analysis includes reviewing a job to determine its responsibilities and activities, relative importance to other jobs, the qualifications needed to perform the job, and conditions under which the work is completed. This report reviews the ideal job analysis method organizations can use and how the hiring team and supervisor can resolve a problem where the hiring team and supervisor disagree on the importance of various job tasks or duties.

Job Analysis is fundamental to staffing and planning. Which method of job analysis would you recommend, and why?

The main job analysis methods that organizations can use are observation, interview, and questionnaire methods (Brannick et al., 2007). The observation method includes observing employees and recording all their non-performed and performed tasks, unfulfilled and fulfilled duties and responsibilities, skills, and techniques used or how various duties are performed, and the employee’s emotional or mental capacity to handle risks and challenges. The interview method includes interviewing an employee to determine their working styles, the problems they face, the use of specific techniques and skills while performing the job, and their job fears and insecurities (Prien et al., 2009). The questionnaire method includes surveys with questions about a position such as skills required, the tasks within the job, and challenges employees encounter doing the job. I would recommend using the interview method because it provides more accurate information about what a job entails because the information comes directly from the person doing the job.

What would you do if you and a supervisor did not agree on the importance of various job duties/tasks during job analysis? How would you resolve it?

Supervisors need to approve job descriptions before a vacant position is advertised in an organization. The hiring team and supervisor may disagree on the importance of various job tasks and duties because the supervisor may not understand the importance of the task, while the hiring team may feel the need to include the tasks based on their job analysis findings. I would resolve the issue by interviewing one of the employees to get their perspective on the main and most important tasks or duties on the job and convince the supervisor of the importance of mentioning the tasks based on how often the employee completes them and their significance in the general performance of the organization.

The modern-day job market is flooded with talented individuals looking for jobs. The wide pool of job applicants poses the challenge of reviewing too many applications and selecting the best candidates for different job positions in organizations. Therefore, organizations need to conduct a thorough job analysis before advertising a job position to ensure that their advertisements attract the most relevant candidates.

References

Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job and work analysis: Methods, research, and applications for human resource management. SAGE.

Prien, E. P., Goodstein, L. D., Goodstein, J., & Louis G. Gamble, J. (2009). A practical guide to job analysis. John Wiley & Sons.

Thomas, J. C. (2010). Task analysis, job analysis, and job modeling. Specialty Competencies in Organizational and Business Consulting Psychology, 32-43. https://doi.org/10.1093/med:psych/9780195385496.003.0004

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Introduction
Will we have enough employees? Hmmm…Wait and see or plan ahead?

Unit Learning Outcomes
Select methods for job analysis. (3)
Identify KSAs, and understand how they relate to selection. (3)
Directions
Answer BOTH of the discussion questions and respond to at least 2 peers. Include at least 2 outside sources in your postings for full credit.

Discussion Questions
Job Analysis is fundamental to staffing and planning. Which method of job analysis would you recommend, and why?

What would you do if you and a supervisor did not agree on the importance of various job duties/tasks during job analysis? How would you resolve it?