Job Analysis Essay
The problem of the recruiting of well-qualified, professional and creative employees is one of the major problems many contemporary companies face in the process of search of new employees. At the same time, employees also want to find a good job and be employed not because of some personal qualities but because of their current achievements and the potential they have. In such a situation, the analysis and objective assessment of the achievements and potential of employees are of a paramount importance and, in this respect, job analysis is playing increasingly more important role in the process of recruiting.
First of all, it should be said that job analysis is a very important part of the analysis of the potential of an employee and his/her professionalism. Basically, job analysis may be defined as “a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties to a given job” (HR Guide to the Internet, 2001). At the same, it is obvious that this definition is incomplete and does not fully reflect all details and essence of job analysis. In fact, it is a much more complicated process and along with the identification of basic job duties it is also focused on an employee’s abilities and skills as well as his/her performance and current achievements. The distinguishable feature of job analysis is the fact that it is focused not on the personality of an employee but on his/her job skills, abilities and opportunities.
To put it more precisely, job analysis implies a deep analysis of the potential and professional skills of an employee. The personality of an employee is not important in the process of job analysis. In fact, an employee is viewed as a unit which may be used in the process of the production. He/she may suit the given needs. i.e. conditions of work and duties the employee is supposed to perform. In such a way, with the help of job analysis it is possible to find out whether an employee will be able to perform the given duties effectively and whether these duties meet the professional level, skills and inclinations of the employee (Oswald, 2003).
On the other hand, it is necessary to remember that job analysis also includes job description that is very important for an employee because it helps better understand the duties the employee is supposed to perform and conditions of work.
Obviously, job analysis is of a paramount importance for VA because it contributes consistently to the deep understanding of the potential of an employee and the duties which are have to be performed perfectly. In fact, on the basis of ob analysis it is possible to make a definite conclusion concerning the job and the demands an employee should meet in order to get such a job.
Thus, taking into account all above mentioned, it is possible to conclude that job analysis plays the crucial role in the process of recruiting. On the other hand, it does not only help better understand abilities, professionalism and potential of an employee but also gives an employee clear information on his/her duties and an employer’s expectations.
- Caudron, S. (2000, January). “Jobs disappear: When work becomes more important.” Workforce, 79 (1), 30.
- Grant, P. C. (1997, Nov/Dec). “Job descriptions: What’s missing.” Industrial Management, 39 (6), 9.
- Oswald, F. L. (2003). “Job Analysis: Methods, Research, and Applications for Human Resource Management in the New Millennium.” Personnel Psychology 56 (3), 800.
- HR Guide to the Internet (2001). Job Analysis: Overview. Retrieved on November 6, 2007 from http://www.hr-guide.com/data/G000.htm.
- The Commonwealth Fund (2006). Mirror, Mirror on the Wall: An Update on the Quality of American Health Care Through the Patient’s Lens. Retrieved November 7, 2007 from http://www.commonwealthfund.org/publications/publications_show.htm?doc_id=364436
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