A Look at Job Analysis as a Strategic Staffing Tool

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A Look at Job Analysis as a Strategic Staffing Tool HRM594 Strategic Staffing Introduction When a company is starting up or increasing its staffing, it likely will enter into a period of job analysis. “Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job” (ManagementStudyGuide.com, 2008). Job analysis also involves determining the importance of the duties, responsibilities and physical and emotional skills for a given job. All these factors identify what a job demands and what an employee must have to perform a job productively. Job analysis involves a process of detailed examination in order to control the output of getting the job performed successfully. The process helps in finding out what a particular department requires and how a potential employee needs to perform. It also helps in determining details about a job including job title, job location, job summary, duties involved, working conditions, possible hazards and machines, tools, equipment and materials to be used by the existing or potential employee (Wolfe, 2012). The job analysis process is not limited to determination of these factors only. It also extends to finding out the necessary human qualifications to perform the job. These include establishing the levels of education, experience, training, leadership skills, physical skills, communication skills, responsibility, accountability, emotional characteristics and unusual sensory demands (ManagementStudyGuide.com, 2008). These factors change according to the type, seniority level, industry and risk involved in a particular job. The details collected by conducting job analysis play an important part in controlling the output of the particular job. Determining the success of job depends on the unbiased, proper and

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