HR434 – Compensation Management
Job Analysis Case Study
Job analysis is considered “the formal process of identifying the content of a job and defining the activities involved and attributes needed to perform the work and identifies major job requirements” (2012, Wikipedia). It was conceptualized in the early twentieth century to provide information to organizations which help to determine which employees would be the best fit for specific jobs. One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications, which in turn, helps hire the right quality of people to work in an organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Professionals use either a task-oriented or worker-oriented approach when analyzing for specific jobs.
The task-oriented approach focuses on identifying each individual task involved in performing the job. Its procedures focus on the actual activities involved in performing work. This procedure takes into consideration work duties, responsibilities, and functions. The job analyst then develops task statements which clearly and in detail state the tasks that are performed. The worker-oriented approach focuses on the attributes need in a prospective employee to perform the job successfully. Worker-oriented procedures aim to examine the human attributes needed to perform the job successfully. These human attributes have been commonly classified into four categories: knowledge, skills, abilities, and other characteristics (KSAO) (2012, Wikipedia). The one key difference between task-oriented and worker-oriented procedures lies in the extent that task oriented procedures are directly observable.
There are several methods of collecting data to perform job analysis: Observation Method, Interview Method, and Questionnaire Method (Management Study Guide). The Observation Method consists of the observation of an employee and...