The following paper discusses the method of Job analysis at length and tries to point out the various methods of job analysis applied by companies. The paper also overviews the job analysis structure of ‘Oasis Computing’ and discusses what other methods can be adopted in order to achieve the maximum benefits by employing the right candidates.
Job analysis is the process of identifying the job content with regards to activities involved as well as the traits required. Hiring an employee is detrimental for the success of a company, thus it has to be done with much deliberations. Job analysis identifies the job requirements and thus helps the employer to select an appropriate and fitting employee for the given job.
An industrial/ organizational psychologist usually carries out the job analysis using either a worker/ employee-oriented or task-oriented approach. An employee-oriented approach focuses on the skills and attributes of the potential employee in order to perform the job successfully. The common qualities that are sought in an employee are knowledge, skills, ability and other characteristics (KSAO). On the contrary a task-oriented approach involves identification of individual tasks, which collectively help in performing the job successfully.
In order to hire a committed and appropriate workforce, job analysis becomes imperative as it prepares an apt job description and lists out the job responsibilities. Job analysis documents the job requirements which help in the selection of candidates. Apart from selection, it also aides in the formation of appropriate remuneration and other fringe benefits. Depending upon the responsibilities, employers are able to decide the payout for the employees.
Oasis Computing: Job Analysis Overview
Oasis Computing, a private firm, deals in the software and website development, content management, client branding etc. It also offers integrated solution platforms for clients across the globe. The firm, operated on a large scale requires professionals in various fields and thus it becomes imperative for the company to conduct in-depth job analysis in order to hire the best talent that would aide in the progress of the company.
At Oasis Computing job analysis is majorly task-oriented, i.e. great emphasis is laid on identifying the task and its responsibilities. Some of the major steps in task-oriented job analysis at the company include;
Describing the task, its requirements and what are the responsibilities of the task
The mental and physical duties at the task
The method of execution of the given task (equipments, programs and system requirements)
The importance of the job/ position
Educational and training requirements
Personality traits required (In case of managerial level, a strong and confident personality is required)
Once the data has been acquired, the job analysts chalk out a job description, along with its specifications and responsibilities, which thus aide the company in hiring a suitable employee.
Inclusion of other methods
Even though the aforementioned method has proven to be extremely beneficial to the company, inclusion of other method of job-analysis can help the company in acquiring an apt workforce, which perfectly complements the requirements of the company.
Worker-related approach too can benefit the company in the right selection. Many times, mere job description does not always yield the desired results, and thus worker-oriented job analysis can help. Some of the steps that can be included while doing job-analysis are;
Employee questionnaire which includes questions related to the education level, reasoning power, past experience etc. This will help to ascertain the abilities of the candidate.
Problem solving questionnaire in order to judge the skills of the candidate
Discussion session, wherein the candidates personality can be judged
Such steps along with a work-oriented job analysis can help the company in acquiring the best talent that will enable the company to reach its goals.
Co-relation between Job task and Candidate
Only when a proper understanding of the job is available, will it be possible to recruit a candidate that matches the job profile. A less capable candidate might not be able to handle the given tasks and hence cause many issues within the company as well as with the client. Therefore it is important for every company to first conduct a job analysis, based on which a capable candidate can be hired. Another factor that affects the performance of a candidate is the payout. In case an employee is underpaid, his performance levels will drop, thus affecting the company reputation; therefore when a job task is analysed, it helps to formulate the pay structure, which justifies the efforts of the employee.
Once the job description is defined, companies judge the candidates skills, knowledge and attributes that is at par with the job description. As mentioned above, an under-skilled candidate cannot handle a difficult and challenging post. Thus interviews, discussions and questionnaires help to determine the right candidate.
Compensation
Compensation basically means paying employees for their skills and knowledge that are being recruited for the benefit of the company. A fair compensation includes a basic salary with other fringe benefits. It is a monetary reward for the hard work of the employee.
Even though compensation is a driving force behind an employees work, a change in the compensation structure can prove to be beneficial in acquiring better performance from an employee. Some changes include;
External Benefits: Every employee must be eligible for benefits for the hard work done by them. It can be in the form of promotion, or a performance pay. Non-monetary rewards may include vacation, medical insurance etc.
Internal Benefits: these rewards are acquired from the workplace itself, that gives a sense of achievement to the employee such as, freedom of speech, leadership etc.
Internal equity: a clear understanding of the worth of job, and offering deserving compensation. If salaries and not aligned properly, it can lead to mistrust and dissatisfaction.
External equity: In order to retain good employees, companies need to review their compensation structure that with other organizations, thus achieving external equity. This causes a sense of trust and belonging to the employee.
Thus for any company to achieve maximum success, recruitment of able staff, and compensation according to their abilities is important as satisfied workforce leads to successful business.
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Reference:
1. Job analysis and description (2012). 13 June 2012. Retrieved from web. http://www.aub.edu.lb/hr/compensation/Documents/job_analysis_description.pdf
2. One step compensation guide: A manual on compensation practice and theory (2012). 13 June 2012. Retrieved from web. http://www.onestep.ca/Resources/OneStep_Compensation_v6.pdf
3. Worker-oriented methods (2012). 13 June 2012. Retrieved from web. http://www.sagepub.com/upm-data/14154_Chapter3.pdf
4. Dimensionality of the Job Element Inventory, a simplified worker-oriented job analysis questionnaire. Harvey, Robert J.; Friedman, Lee; Hakel, Milton D.; Cornelius, Edwin T. Journal of Applied Psychology, Vol 73(4), Nov 1988, 639-646. doi: 10.1037/0021-9010.73.4.639
