Explain how you would conduct a job analysis in a company that has never had job descriptions. Utilize the O*Net as a resource for your information.
Job descriptions are used for a variety of reasons. They are a tool for recruiting, determining salary ranges and levels or grades, establishing job titles, creating employee’s job goals and objectives, and conducting performance reviews. They can also be used for career planning, creating reasonable accommodations and meeting legal requirements for compliance purposes. Because of this, it is very important to have written job descriptions that accurately reflect the employees’ current job duties and responsibilities (Schneider, C. A., Rasband, W. S., & Eliceiri, K. W. (2012)).
Employers should audit their job descriptions every few years, usually in conjunction with a compensation study and whenever the organization’s purpose, mission or structure changes. One way to audit or create job descriptions is to conduct a job analysis. Job analysis is the process of gathering, examining and interpreting data about the job’s tasks and responsibilities. It generally includes tracking an employee’s duties and the duration of each task, observing the employee performing his or her job, interviewing the employee, managers and others who interact with the employee, and comparing the job to other jobs in the same department and job grade or job family. An important concept in job analysis is that it is an evaluation of the job, not the person doing the job. The final product from a job analysis includes a thorough understanding of the essential functions of the job, a list of all duties and responsibilities, a percentage of time spent for each group of tasks, the job’s relative importance in comparison with other jobs, the knowledge, skills and abilities (KSAs) needed to perform the job, and the conditions under which the work is completed (Hansen, M. T., Nohria, N., & Tierney, T. (1999)).
There are various definitions of job analysis and according to Management Study Guide, (2018) job analysis is a process of recognizing and defining details on a particular job their duties, responsibilities as well as skills. The job analysis process is important for organizations today considering the fact that it helps in discovering what a department requires and what is expected of workers in that given department. Also, a job analysis defines the particulars of a job, including the job location, title, or even the working conditions of an existing or future employee.
There are several steps to follow in order to conduct a job analysis, effectively and the first step is determining the reason for the job analysis, the individual to conduct the analysis, how the analysis will be conducted and having a strategic decision making. Also, there should be training for the job analyst and after that preparation of the analysis process, data collection, recording, review, and verification as well as creating a job description and specification (MSG, 2018). Conducting a job analysis is not an easy task, especially for a company that has never had a job description, but with the above steps, a job analysis can easily and effectively be developed. A job analysis is important for organizations, especially in the recruitment and selection process.