Methods Of Job Analysis
Title
Methods of Job Analysis
Introduction
The job, not the person, is what is being analyzed. While the most popular methods of job analysis (interviews and questionnaires) gather information from the person currently holding the position, the final product derived from any job analysis should be a detailed description of the position itself. In the following I plan to discuss the purposes of job analysis and the most popular methods used in the effort to achieve these purposes. In conclusion I will offer a recommendation for what I think is the most effective means of analysis in relation to the primary objective of a for profit organization, which is to achieve maximum wealth for the shareholder.
The Purpose of Job Analysis
The purpose of job analysis is to establish and document the job relatedness of employment procedures such as training, selection, compensation, and performance appraisal. (www.job-analysis.net)
When an individual is first brought into an organization, more often than not, they will spend their first weeks, or in some cases, months in training and development setting. By conducting an analysis of a job, organizations will be better equipped to determine the most effective and efficient way to train new hires. For instance, upon analyzing a position it may be concluded that some aspects of the job are far too advanced or complicated to be implemented any other way than through experience in "real" situations. Depending on the training budget of an organization, it would most likely be more cost effective to teach the fundamentals or the foundational knowledge of a position, and have the employee apply these "basics" in more complex situations.
Once the content of training is decided upon, an effective and efficient method of delivery to the trainees must be chosen. Should each trainee be assigned a mentor, or should the content be...
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