Job Analysis Paper

As previously mentioned, understanding the duties of a specific job is done through the performance of a job analysis, the process designed to describe specific jobs (e.g. duties, work requirements (KSAs), and at times job context (environment), of each job or position with a firm (Aguinis. 2013.p40). Job analysis is an important tool in human resource management (HRM) and in the performance management process, as the information gathered is used for staffing, training, performance management, and many other activities (Aguinis, Maxurkiewicz, and Heggestad. 2009). Said analysis can be conducted by performing job observations (watching an incumbent do their job), questionnaires (developing a common list of task and asking employees to complete it and provide the extent by which the tasks are performed), or interview (asking the incumbent to describe the job responsibilities from start to finish). The information gathered from the analysis is used to write formal job description. Having a job description is a key prerequisite, as it establishes the criteria used to measure performance. The method that I would use is to develop formal job descriptions for employees and management would be to interview each employee, have him or her to provide a full account of his or her day from start to finish. In addition to the data collected from the interview, I would obtain generic information from the Occupational Informational Network (O*Net) to serve as the foundation of each job before interviewing employees.

Sample job descriptions are provided below, that include research from O*Net and Information provided in this scenario by