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Essay / Research Paper Abstract
This 10 page paper takes a look at definitions of job analysis, reasons it is necessary and the types of methods employed. A variety of methods are discussed and applied to various types of work environments. Bibliography lists 10 sources.
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10 pages (~225 words per page)
File: RT13_SA647job.rtf
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at work" (Brannick & Levine, 2002, p. 1). Authors go on to explain that the process of job analysis is relevant to resolving human resource issues (Brannick & Levine,
2002). It is also something that may be done for a variety of purposes. For example, it is obviously used to create or design jobs (Singer, 2002). It is also
used when recruiting or making placement decisions (Singer, 2002). It is wholly relevant when seeking criteria and doing appraisals (Singer, 2002). Job analysis is also sometimes used to
keep costs lower in a tight economy (Frombrun, Tichy & Devanna, 1984). Safety also comes into the picture as a reason for a job analysis (Mills, 2005). Some jobs are
dangerous and for these types of professions, analysis is of the utmost importance. A similar consideration in job analysis is ergonomics (Bao & Silverstein, 2005). When people sit at a
computer all day for example, repetitive strain can become a problem and a job evaluation is prudent. Hence, the evaluation of specific tasks in any job can help management to
make appropriate human resource decisions. One of the most popular reasons for implementing job analysis is again, the task of doing employee evaluations. It is difficult to rate a particular
employee if in fact there is nothing with which to compare his or her performance. What happens is that an employee may seem to be doing a fine job at
work, but a company has to ask what he or she is doing for the money that they are being paid. For example, they may get the work done, but
it is possible that they have valuable free time which the company can use more effectively. Having a list of requirements for a certain position helps in the employee evaluation
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