Hrm 531 Week 6 Job Analysis Paper

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The primary reason an organization will perform a job analysis is to ensure the selection procedures they use to choose between job applicants are valid and defensible per (AUTOGOJA, n.d.), in addition to the following:
Workforce planning -An effective job analysis can work in tandem with an organization’s future-casting. By identifying the duties and KSAPCs for various job titles, HR professionals can match the needs of their organization with the talent of their current and future workforce.
Succession planning - A strategy of workforce planning, HR professionals can use job analysis results to help fill key roles within their organization, now and in the future.
Training - By basing training procedures on the findings of a job analysis, …show more content…

ADA compliance – Ensures information gathered through job analysis assists an organization in the correct designation of a duty as an essential function which requires the employer to provide relevant accommodation as per the provisions of the ADA.
Performance appraisals -- The results of a job analysis can allow an organization to develop an employee according to the specific needs of their job title. Additionally, organizations may also use the results of a job analysis to groom employees for promotion by training in areas that will contribute to a future position.
The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a specific job. A job specification states requirements whereas the job description defines the duties and requirements of an employee’s job in detail (Heathfield, 2016). In a nutshell, both job specification and job description are derivatives of the job analysis process used in the recruitment and selection …show more content…

• Involves Personal Biasness-External analysts will provide professional and unbiased collection of data. They may also offer different/alternative perspective which may further enrich an organization’ s insights or pre-conceived notions.
• Source of Data is Extremely Small-The amount of data to be collected by external analysts can accommodate the needs of the organization and can be increased based on the organization’s resources.
• Involves Lots of Human Efforts-Organizations will have the opportunity to select from a variety of external analysts who use information technology (IT)-based job analysis approaches to eliminate human effort as a hindrance to the job analysis process.
• Job Analyst May Not Possess Appropriate Skills-Reputable firms or individuals may be sourced and vetted to allow an organization to select the most qualified analysts from outside an organization depending on the severity of the analysis and the resources

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