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Sudha has a Doctor of Education Degree and is currently working as a Information Technology Specialist.
Laura was hired as a human resources administrator at a local company. One of her first tasks was to perform a job analysis for one of the positions that was going to be vacant soon because of the employee's retirement; this required Laura to evaluate the position and help the company make decisions on recruitment and hiring. A job analysis helps a company to gather detailed information about the responsibilities and skills required for a job, as well as about the outcomes and work environment.
Laura met with the senior administrators of her company to understand what the expectations were. She learned that the purpose of a job analysis includes:
Laura did some research on her own to decide on the methods she could use to conduct a job analysis. She learned that there are a number of methods, and she recorded her observations for further discussion with the company management.
These job analysis methods include:
Laura's supervisor Julie explained to Laura that the requirements of the job as identified through the analysis process would be used for recruiting and hiring a new employee. Laura and Julie discussed that, before posting the job, they would refer to the job analysis report provided by Laura to make decisions on the position description and the candidate's interview. In particular, the report should help with the following recruiting aspects:
After the position is posted and the candidates apply for the job, the next challenge is to hire the right candidate. Laura presented the following ideas to Julie on how to identify the ideal candidate for the position:
Julie provided a performance appraisal template to Laura so she could see how a job analysis was useful in conducting the performance appraisal of a person who is hired for the position. Laura made a listing of what she would need to include on her job analysis report to help with the performance appraisal:
One of the managers who Laura met with was Matthew, the lead trainer in the employee training and development department. Matthew emphasized the importance of a job analysis report to help determine employee training needs. Laura was advised by Matthew that a properly conducted job analysis helps to:
A job analysis helps a company gather detailed information about the responsibilities and skills required for a job. The purpose is to document employment procedures, identify the parameters of a job, analyze the job to determine responsibilities, conform to the ADA, and analyze changes to the job for redesign. Some of the methods that can be used for a job analysis are observations, interviews, and questionnaires.
Personality, intelligence, and aptitude tests can help with identifying and hiring the candidate who is a perfect fit for the job. A detailed job analysis is required for a number of reasons, including recruiting, hiring, performance appraisal, and employee training. Without a proper job analysis, it would not be possible to describe the job requirements or hire the most qualified person for the job.
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Psychology 301: Industrial/Organizational Psychology15 chapters | 120 lessons | 11 flashcard sets
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