Performing a job analysis belongs to one of the most significant tasks for every organization. Job analysis is known to be a set of procedures used for determining the requirements regarding skills and duties needed for a job and identifying a suitable kind of employee for it; it undoubtedly contributes to the enhancement of the organization’s performance. In this paper six major steps involved in the process of the job analysis will be described, and potential impact of job analysis on recruiting, appraising performance, training, making additional job assignments, and showing EEO compliance will be discussed.
Obviously, job analysis can be effectively applied by the organization and thus can contribute to the improvement of its overall performance. Firstly, job analysis plays an important role for the process of recruitment. As job analysis helps with determining crucial professional and human characteristics required for the employee, job analysis can provide useful information regarding the kind of people which are most suitable for being recruited and hired.
Secondly, job analysis can be successfully used in the process of appraising performance. Job analysis helps to define the standards which are expected to be achieved in terms of the job by the employee and determine concrete activities which need to be performed by the worker. Thus, basing on this information, it might be rather easy to assess the quality of the worker’s performance.
Thirdly, job analysis cam be applied for designing specific development and training programs. As job analysis provides the information about the skills which are required for the job, the deductions regarding the types of training needed for the job can be as well successfully formulated.
Fourthly, job analysis can provide the information about the necessity of making additional job assignments. In other words, as job analysis provides an in-depth information about the duties which have to be performed by the employee, it might help with controlling whether all the duties are appropriately assigned to specific positions.
Finally, job analysis shows whether the job complies with the equal employment opportunity (EEO) requirements. It is known that the organization is obliged to provide working positions which comply with the EEO standards. Thus, while performing job analysis and, in particular, while writing job description, it is highly important for the organization to make sure that the position totally complies with the EEO requirements (“Staff Selection & EEO”).
Taking everything into account, performing a sufficient job analysis is the duty of every organization. There are six steps which are typically involved in the process of job analysis. Job analysis can be successfully used by the organization for recruiting, appraising performance, training, making additional job assignments, and assessing EEO compliance.
References
Richter, L. (2011, November 2). Steps Involved in Job Analysis. Retrieved from http://www.brighthub.com/office/human-resources/articles/106287.aspx.
Staff Selection & EEO. (n. d.). Retrieved from http://www.jsw.org.au/elearning/retail/certIV/recruit_and_select_personnel/unit_rs/concepts/rsc_0301.htm.
