Job Analysis Friend Or Foe. Megan M. Brown. Professor

Job Analysis: Friend or Foe Megan M. Brown Professor Karmia Adler University A job analysis defines the jobs in question, specifies what employee behaviors are necessary to perform them, and lastly it develops a hypothesis about the personal characteristics necessary to perform those work behaviors (Cascio Aguinis, 2011). A job analysis helps individuals especially at the corporate level analyze jobs within their company to see if adjustments need to be made to accommodate needs. A job analysis serves various needs within the organization. The job analysis will analyze organizational design, human resource management, work and equipment design, as well as research purposes, and vocational guidance (Cascio Aguinis, 2011). A†¦show more content†¦Each of these methods could have benefits that enhance one another. Each of these methods follow one another in cyclic manner. The first method analyzes that of observation and performance. Observation of incumbents on the job lets individuals within the Human Resource department know how well the incumbent follows policies and procedures as well as what needs to be adjusted. Job performance is analyzed normally by a superior such as an individual of the management team to witness how well the incumbent performs their job. Observation is appropriate for jobs that require manual, standard, short cycle activities, while job performance is appropriate for jobs that an analyst can learn readily (Cascio Aguinis, 2011). A potential weakness with observations would be the amount of detail that is provided. The less details that are provided, the less accurate information Human Resources would receive. This could be detrimental to an organization because if honest and accurate information is not presented, the potential problems will just continue to happen. As stated in the text, a job analyst does not want to become intrusive to the job being observed. If an analyst gets in the way of a job, they could cause harm to themselves or other individuals (Cascio Aguinis, 2011). These observation s can be helpful to an organization because it would open the eyes to superiors who do not witness on the job behaviors daily. The next method defined would be the interviewShow MoreRelatedProject Mgmt296381 Words   |  1186 PagesLeadership Chapter 2 Organization Strategy and Project Selection 1.4 Projects and programs (.2) 1.4.1 Managing the portfolio 1.4.3 Strategy and projects 2.3 Stakeholders and review boards 12.1 RFP’s and vendor selection (.3.4.5) 11.2.2.6 SWAT analysis 6.5.2.7 Schedule compression 9.4.2.5 Leadership skills G.1 Project leadership 10.1 Stakeholder management Chapter 11 Teams Chapter 3 Organization: Structure and Culture 2.4.1 Organization cultures [G.7] 2.4.2 Organization structure