Position Analysis And Job Analysis

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There are many differences between a position analysis and a job description. First things first, we have to understand that a job description is one of the outcomes of a job analysis. When a job analysis is done, there are certain steps that are followed in order to reach the output of a job description. The job analysis itself can be described as the "process by which jobs are subdivided into elements, such as tasks, through the application of a formalized, systematic procedure for data collection, analysis, and synthesis" (Levine, Ash, Hall, & Sistrunk, 1983, pg. 339, para. 1). It is also important to note that there are many different methods to conducting an effective job analysis. In our reading, the job analysis is described as the more fundamental activity of the human resource department (Fallon & McConnell, n.d.). So all in all, the job analysis is the process of studying a job and analyzing all aspects of it to produce a job description, which can be used for different things. As mentioned earlier, the job description is the outcome of the analysis. The job description outlines many different things. One examples of this is job identification information, which basically identifies the job by by stating the job title, department, and other data (Fallon & McConnell, n.d.). Another part of the job description is the job summary. The job summary just give some information about purpose of the job and could link the job to the mission statement of the company (Fallon & McConnell, n.d.). Another element is that the description will give some duties that will be expected of the person in that particular job. We will also see some job specification within the job description as well. This will include what is e... ... middle of paper ... ...gain (Fallon & McConnell, n.d.). References Bruce, S. (2012). 5 Critical Components Every Job Description Must Contain. Retrieved October 25, 2017, from http://hrdailyadvisor.blr.com/2012/02/15/5-critical-components-every-job-description-must-contain/ Fallon, L. F. & McConnell, C. R., (n.d.). Human Resource Management in Health Care. Retrieved from https://www.betheluniversityonline.net Levine, E. L., Ash, R. A., Hall, H., & Sistrunk, F. (1983). EVALUATION OF JOB ANALYSIS METHODS BY EXPERIENCED JOB ANALYSTS. Academy Of Management Journal, 26(2), 339-348. doi:10.2307/255981. Retreived from https://web-b-ebscohost-com.bethelu.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=3&sid=ad27e2b4-1ea3-4ac9-bb9a-0c64d6ce3151%40sessionmgr102 Why You Need Job Descriptions. (2017). Retrieved October 29, 2017, from https://www.go2hr.ca/articles/why-you-need-job-descriptions
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