Job analysis refers to the process of getting detailed information about jobs.
Introduction and Alignment
Job analysis refers to the process of getting detailed information about jobs. It is important for organizations to understand and match job requirements and people to achieve high-quality performance. This is particularly true in today’s competitive marketplace.
Job analysis is the building block of everything that human resource managers do. Almost every human resource management program requires some type of information that is gleaned from job analysis: work redesign, human resource planning, selection, training and development, performance appraisal, career planning, and job evaluation. (Noe et al., 2019, p. 169)
The textbook reading for this Workshop Two assignment is Chapter 4—“The Analysis and Design of Work.” The learning concepts in the reading include:
Analyzing an organization’s structure and work-flow process, identifying the output, activities, and inputs in the production of a product or service
Understanding the importance of job analysis in strategic human resource management
Choosing the right job analysis technique for a variety of human resource activities
Identifying the tasks performed and the skills required in a given job
Understanding the different approaches to job design
Comprehending the trade-offs among the various approaches to designing jobs (Noe et al., 2019, p. 152)
This research and discussion assignment will provide you with the opportunity to further advance your learning through skills advancement in how to obtain detailed information about jobs for the purpose of matching a candidate’s competencies, education, and experience with the needs of the position.
Upon completion of this assignment, you should be able to:
Match knowledge, skills, abilities, and other characteristics (KSAOs) to job requirements.
Develop SMART goals for gaining KSAOs that are lacking or in need of greater enhancement.
Resources
Textbook: Human Resource Management: Gaining a Competitive Advantage
Media: Employee Recruitment and Placement–Presentation A
Website: U.S. Department of Labor Occupational Information Network (O*NET)
Webpage: What Is a Scholarly Article?
Background Information
Two types of information are most useful in job analysis: job descriptions and job specifications. A job description is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. TDRs are observable actions. For example, a clerical job requires the jobholder to type. If you were to observe someone in that position for a day, you would certainly see some typing. When a manager attempts to evaluate job performance, it is most important to have detailed information about the work performed in the job (that is, the TDRs). This makes it possible to determine how well an individual is meeting each job requirement. (Noe et al., 2019, p. 171)
A job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job. Knowledge refers to factual or procedural information that is necessary for successfully performing a task. A skill is an individual’s level of proficiency at performing a particular task. Ability refers to a more general enduring capability that an individual possesses. Finally, other characteristics might be personality traits such as one’s achievement motivation or persistence. KSAOs are characteristics about people that are not directly observable; they are observable only when individuals are carrying out the TDRs of the job. (Noe et al., 2019, p. 172)
For this assignment, you will conduct a self-assessment, comparing and contrasting your competencies with those identified for your current job or for a dream job.
Instructions
Read Chapter 4, “The Analysis and Design of Work,” in the Human Resource Management textbook.
View the media “Employee Recruitment and Placement–Presentation A.”
Navigate to the discussion topic and, in your initial discussion post, provide responses to the following discussion prompts:
O*NET. The chapter reading described how the Department of Labor’s Occupational Information Network (O*Net) can help employers. The system was also designed to help job seekers. Visit O*NET’s website and write a brief summary explaining whether you think this new system meets the goal of promoting “the effective education, training, counseling, and employment needs of the American workforce.”
Job Specification. Identify your current job or a dream job. Locate a job specification for your current job or a dream job. Attach the job specification as a document to your discussion posting, or provide a complete URL (web address) in your post for the job specification.
Job Match. For each knowledge, skill, ability, or other characteristic (KSAO) identified in the job specification, evaluate how well your own KSAOs match the job requirements. This evaluation may be presented in paragraph or table format.
SMART Goals. Specify two or three SMART goals (specific, measurable, achievable, relevant, and established with a timetable/date for completion) for gaining KSAOs that are lacking or need greater enhancement.
Provide a detailed post that demonstrates clear, insightful critical thinking. Your initial posting should be 200–300 words in length.
Organize your initial post by using a heading for each response to match those shown in bold text in Step 3.
Your initial posting is to include, at a minimum, three sources properly cited and referenced: (a) the Human Resource Management textbook and (b) two academic journal articles obtained through OCLS that are at least three pages in length and published within the last five years.
For an explanation of what constitutes an academic source, review “What Is a Scholarly Article?”
Post your initial discussion by the end of the fourth day of the workshop.
Conduct a critical analysis of postings by two of your classmates by the end of the workshop.
Each discussion response to a classmate should facilitate engaging dialogue and evidence critical thinking when addressing your classmate’s posting. Utilize the following ways to engage in scholarly dialogue and expand learning around the topics in this workshop:
Extension: Expand the discussion.
Relevancy: Relate the topic to a current event.
Exploratory: Probe facts and basic knowledge.
Challenge: Interrogate assumptions, conclusions, or interpretations.
Relational: Make comparisons or contrasts of themes, ideas, or issues.
Diagnostic: Probe motives or causes.
Action: Identify an application or an action in personal or work life.
Cause and Effect: Cite causal relationships between ideas, actions, or events.
Hypothetical: Pose a change in the facts or issues.
Priority: Seek to identify the most important issues.
Summary: Elicit synthesis. (Teacher Stream, 2009, p. 5)
Each response should be 200–300 words in length and include, at a minimum, three sources properly cited and referenced: (a) the Human Resource Management textbook and (b) two academic journal articles that are at least three pages in length and published within the last five years.
At least one academic source is to be different than the two academic sources provided by your classmate.
For an explanation of what constitutes an academic source, review “What Is a Scholarly Article?’
Select here to begin the discussion.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human resource management: Gaining a competitive advantage (11th ed.). New York, NY:
McGraw-Hill Education.
Teacher Stream, LLC. (2009). Mastering online discussion board facilitation. Retrieved from https://www.edutopia.org/pdfs/
mastering-online-discussion-
Respond to the following discussion prompts:
O*NET. The chapter reading describedhow the Department of Labor’s Occupational Information Network (O*Net)can help employers. The system was also designed to help job seekers. Visit O*NET’s website and write a brief summary explaining whether you think this new system meets the goal of promoting “the effective education, training, counseling, and employment needs of the American workforce.”
Job Specification. Identify your current job or a dream job. Locate a job specification for your current job or a dream job. Attach the job specification as a document to your discussion posting, or provide a complete URL (web address) in your post for the job specification.
Job Match. For each knowledge, skill, ability, or other characteristic (KSAO) identified in the job specification, evaluate how well your own KSAOs match the job requirements. You may present this evaluation in paragraph or table format.
SMART Goals. Specify two or three SMART goals (specific, measurable, achievable, relevant, and established with a timetable/date for completion) for gaining KSAOs that are lacking or need greater enhancement.
Answer preview Job analysis refers to the process of getting detailed information about jobs.
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