Job Analysis Tools and methods for an Human resource Manager

 

       

What is a job analysis?

Job analysis is the process of understanding the job details. This means gathering all the information about what employees do in the organization from various sources The management team conducts job analyses to make sure that the roles they have and the people filling them can achieve success in their goals.

Why Job analysis is important 

1 . Realistic viewpoint - the realistic view will give an idea about what employee's role in the organization. Employees frequently do tasks that are different from those listed in their initial job descriptions, providing insight into the jobs that people carry out.

2 . Process improvement - after identifying what employees do management can identify where to improve. using this management can identify what area employees spent their time in and can suggest what to do.

3 . Self-Reflection - Job analysis allows employees to discuss what they daily do. this will lead reflect on their work and opportunities for innovation in the job. 

Job Analysis tools

1 . O net module  -  this module helps managers to job analyze and listen to job-related data for a large number of jobs .it helps collect and record initial data. Additionally, it links the pay scale to the perks, advantages, and benefits that will be provided to a potential employee for a particular position.

2 . FJA module - FJA stands for functional job analysis using this module, using this method manager can identify the knowledge, skills, and ability of the employee. Developed by Sidney Fine and his team using this system you can identify the complexity of duties and responsibilities of the job.

3 . PAQ Module - PAQ represents Position Analysis Questionnaire. this another method used by hr managers giving a questionnaire to employees to get feedback on duties, responsibilities, and characteristics of the job

4 . F-JAS Model - this stands for fisherman job analysis system. using this method managers can evaluate verbal abilities, new idea generations, visual and sensor abilities, and physical and emotional things.

5 . Competency Model - using this module managers can evaluate employees' skills, abilities, behaviors, expertise, and performance. this module also evaluates the education, work experience, training, certificate, and willingness of employees.

6 . Job scan - His method describes personality dynamics and offers a model for a perfect career. It does not, however, address the precise personal qualities that a person needs to carry out a given profession, such as intelligence, experience, or physical and emotional attributes.

                                 Figure  2 www.mamagementstudyguide.com

Problems in job analysis

1 . Lack of support by the management

2 . Lack of employee cooperation

3 . Problems with identifying job needs

4 . Biasness

5 . Use of a single data source

 

                                                     Figure  3 www.mamagementstudyguide.com

                                           

Conclusion 

Job analysis is very important in understanding the job duties, responsibilities, and requirements to do the job. this helps managers with decision-making regarding recruitment, selection, and performance evaluation. Managers can use various tools to do these based on their requirements. organization can use the best tool that fits the organization and get accurate information.

Reference's

indeed, 2022. www.indeed.com. [Online]
Available at: https://www.indeed.com/career-advice/career-development/methods-of-job-analysis
[Accessed 1 May 2023].

Juneja, P., n.d. www.managementstudyguide.com. [Online]
Available at: https://www.managementstudyguide.com/role-of-job-analysis-hiring-practices.htm
[Accessed 1 May 2023].