Overview
If pay is to be based on work performed, some way is needed to discover and describe the differences and similarities among these jobs—observation alone is not enough. Job analysis is that systematic method. Two products result from a job analysis—job description and job specification. A job description is the list of tasks, duties, and responsibilities that make up a job. These are observable actions. A job specification is the list of knowledge, skills, abilities, and other characteristics that are necessary for an individual to have to perform the job. Thus, the description focuses on the job and the specification focuses on the person.
In this assessment, create a plan to conduct a job analysis. Note: Use the same company you chose in Assessment 1.
In a 3–4 page paper:
- Analyze the advantages of conducting a job analysis, and describe the challenges employers may face if they do not conduct job analyses.
- Provide a general description of a company, and a job within the company that you will use as the subject of your job analysis. You will use this information in future assessments as well.
- Evaluate the job analysis methods you will use to conduct the job analysis, and justify your selection of the methods. Also, identify the information you expect to gather from each method.
- Describe the steps you will take to prepare for the job analysis, including the resources you will need to obtain, appointments you will need to schedule, et cetera.
- Analyze the ways in which an organization can use the results of your job analysis.
- Your assessment should also meet the following requirements:
- Written communication: Written communication is free of errors that detract from the overall message.
- Formatting: One-inch margins, appropriate headers, and a title page.
- Length: 3–4 double-spaced pages.
- Font and font size: Times New Roman, 12 point.