Question:
Assessment – Part 1
Identify a new role in your organisation (or one with which you are familiar), and undertake a job analysis. The role can alternatively be an existing one that has undergone significant change since it was first introduced. The analysis is to establish the key components required for the job, in order that the Head of Department can write a job description and person specification.
The following activities should be undertaken:
Write a short report to the Head of Department to briefly explain:
why job analysis is important;
the principles and purpose of job analysis;
compare and contrast (differences and similarities) three different job analysis methods.
Produce a plan showing how you will carry out the job analysis using at least two of the methods outlined above (include timeframes, steps, individuals involved, etc., this could be presented in a table format)
It is important in your plan to indicate how you have considered issues such as equality, confidentiality and the wider organisational culture.
Assessment – Part 2
Undertake the job analysis – You will need to upload your evidence from having carried out your activities.
• This should include copies of documentation you used in an appendix, e.g. SWOT analysis, completed observation log, questionnaire, copies of email exchanges, questions to be asked and responses, meeting notes with a Line manager, data to be accessed etc.,
Assessment – Part 3
Having completed the job analysis exercise and reviewed the evidence, you need to write to your line manager and;
• give a brief overview of the job analysis activities you carried out and your key findings.
• make realistic recommendations of what should be included in the job description and person specification as well as any learning & development needs or safety measures that might need to be considered.
Please note – you are not asked to write or revise the job description or
person specification itself.
Solution:
Contributing to the Process of Job Analysis (CJA)
Assessment -Part 1
- Importance of Job Analysis
In the process of job analysis, the gathered data is used in establishing the relative relevance of the competencies, whether the competency is essential for entry into the job, and the level of competency essential for a job. Information sourced from job analysis is equally to determine competencies to be measured and the extent to which it should be placed for competency (Sanchez & Levine, 2012).
Figure 1: The Roles Played by the use of Job Analysis
Recruitment and Selection: The use of job analysis assist in establishing the type of a person that can meet the demands of a specific job, education qualifications, experience levels, technical, physical, emotkionsl and personal skills.
Performance Analysis: Job analysis plays a critical role of ensuring that all goals and objectives of a specific job are met or not through performance standard, evaluation criteria and individuals output.
Training and Development: Job analysis is essential in assessing training and development needs of the employees by examining expected and actual output.
Compensation Management: Job analysis plays a critical role in establishing the pay packages and the extra perks and benefits to employees.
Job Designing and Redesigning: streamlining the individual efforts and sourcing the most appropriate output by enabling critical design, redesigning, enrichment, evaluation and reducing high-level responsibilities in a specific occupation.
- Principles and Purpose of Job Analysis
In the process of job analysis, the analyst ought to strictly abide by different principles (Morgeson & Dierdorff, 2011). They include;Analysis not Lists– this means………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………..…Please contact our team to receive this assessment in full including all the sections on the basis of your company and level of expectations
Email adress: rankedtutorials@gmail.com