Overcoming Challenges in Job Analysis

The assignment content highlights the importance of conducting job analysis to eliminate confusion and misunderstandings in Mr. Williams' job position with that of the newly advertised Deputy VP of HR role. The process involves understanding the need for job analysis, conveying this need to management and employees, and overcoming potential ethical issues such as biasness, confidentiality, and termination. A timeline is provided for completing the task, which includes activities like reviewing information on nature of job analysis, collecting additional information about Mr. Williams and the organization, determining job analysis methods, and planning strategies to overcome issues. The content also presents a comparison between the job description for senior HR specialists and that of Mr. Williams' current duties, highlighting the gaps between the two roles.

Running head: JOB ANALYSIS
JOB ANALYSIS
Name of the Student
Name of the University
Author note

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JOB ANALYSIS
Part A- Job Analysis
Job analysis is a process that is conducted in an organization with the aim to review the
difference between two similar job positions. It takes place when the position that is being
discussed is thought to be different from other position. Thus, job analysis is required to analyze
the position to ensure that the position is static and the selected tools of analysis is appropriate.
The report reviews the information on job analysis given about two positions in Comfort
Assisted Living and to identify the addition information that is required. Further, the paper
justifies the type of job analysis method that will be used and the ethical consideration that might
arise from the job analysis (Cascio, 2015). Lastly, a comparative study is conducted between the
position decryption of Senior HR specialist given in internet with that of Mr. Williams.
Discussion
Reviewing Information on Job Analysis and its Relation to Job description and
classifications
The job analysis given in the supplemental information on Deputy VP of HR and Senior
HR specialist only states the responsibility and the role that the employees in both the position is
required to perform in the organization. Deputy VP of HR shows the responsibility of the person
that will come in position and the job analysis of Senior HR specialist shows the responsibilities
and duties performed by Mr. Williams. This job analysis is different from the advertisements
given in job description and classification because they offer much extended information such as
qualification required for the position, the salary structure and others (Morgeson et al., 2016).
Job description states what the job covers such as tasks, responsibilities, duties, powers, benefits
and others required for the job. Analysis on the other hand are short description of

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JOB ANALYSIS
responsibilities related to the job position. In addition to this, job position is made with
consultation of the senior management of the organization (Naim, et al., 2015). However, job
analysis also include other employees and their knowledge in collecting information such as to
know the job role of the existing positions.
Addition Information required to Justify Mr. Williams claim
The job analysis given in the document about both the positions in the organization are
not enough for determining whether Mr. Williams is right in his claim or not. This is because the
analysis only covers the responsibilities that both the position requires top perform in the
organization. Most of the duties are similar for both the position and the information are too
limited. Thus, extended information will be required to justify the claim made by Me. Williams
such as the qualification required for both position, expertise required and other, even the
organizational structure showed in the job analysis document does not show the level of Senior
HR specialist clearly. Thus, the organizational structure should be revised to show the level of
Senior HR specialist in the organization compared to Deputy VP of HR. these addition
information will help in analyzing the level of similarities and differences between the position
description of these two jobs and determine whether Mr. Williams is correct in his claim or not.
In addition to this, information is also required on complaints received about Mr. Williams
recently. This will help judge whether the organization has come up with new position for
business needs or to terminate Mr. Williams. The claim made by him can also be supported or
defended depending on his behavior in the organization.
Methods of Job Analysis

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JOB ANALYSIS
There are various types of job analysis method that can be conducted to prepare and
collect evidence regarding a job position such as observation, interviews, questionnaires and
functional. The job analysis method that will be used in this case will be an interview method in
which an interview process will be conducted with the employees of the business. Interview
method helps in clarifying the purpose of the analysis effectively and helps in collecting detailed
information (Sanchez & Levine, 2009). It is one of the best method to be used because
questionnaire method leads to various confusion and collects incomplete information. However,
due to the confusion faced by Mr. Williams and the organization the use of questionnaire will not
be appropriate. In addition to this, observation method may lead to bias decision or
misunderstanding because the information will be considered by only observing the situation in
the organization. Thus, it is appropriate to conduct an interview process and collect information
closely. This will help gain detailed information about both the job positions and also about Mr.
Williams.
Ways to overcome problems in Job Analysis
Job analysis process is faced with various problems and this needs to be analyzed and
overcome to make the process a successful one. Some of the issues in job analysis that may arise
are:
 Lack of support from the management
 Lack of support from the employees
 Biased nature of job analysis
These issues can be overcome by first understanding the importance of job analysis. The
importance of conducting this particular job analysis is to eliminate the confusion that has

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JOB ANALYSIS
occurred in Mr. Williams’s job position with the newly advertised job (Singh, 2008). Thus, it is
required that the need of this job analysis is conveyed to the management and the employees.
Management will be informed that such job analysis will save them from legal risks in case Mr.
Williams take them to court. This will hamper their recognition in the market. In addition to this,
the employees will be explained about the benefits they will receive from job analysis such as
future confusion, partiality in their job role and others. This will help gain the support from the
management and employee. Lastly, the issue of biasness can be solved by conducting the job
analysis confidentially and not informing that it is for justifying or defending Mr. Williams
claim.
Ethical Considerations in Job Analysis
Ethical issues is yet another important aspects to be considered in conducting a job
analysis process. Ethical issues may lead to impact the reputation of the business and also create
negative impact on the employees in case it is not checked appropriately and at the right time.
Some of the ethical issues that will be faced in the process are termination of the employee,
negative relation between the employees, biasness, confidentiality and other (Cambon-Thomsen,
2004). These limitations should be controlled to help the business maintain their reputation.
Termination of the employees is ethical issue because this will reduce job security of other
employees and other may feel unsafe in the organization. This proves to be ethically wrong for
the employees will no more feel protected in working with the organization. In addition to this,
jib analysis may lead to negative relationship among the employees. This is because job analysis
will differentiate one job position from the others and this will create grievances among the
employees for example Mr. Williams and the new Deputy VP of HR that is being appointed.
Biasness is also an ethical concern that may arise among the employees such as the ones that

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support Mr. Williams. Confidentiality is another ethical concerns because there can be leakage of
confidential information collected for analysis the two job position and this might lead to leakage
of information of the organization.
Comparing the Job Description for Senior HR Specialists with that of Current Duties of
Mr. Williams
According to the internet search it is seen that the job description for senior HR
specialists is stated to revolve around recruitment and placement of the employees. In addition to
this, their duties ranges from screening of candidates, conducting interviews and to perform
background check of new employees. In addition to this, they are involved in training and
development, risk management and employee relations specialists. However, the role played by
Mr. Williams is much extensive such as to act as a link between management and employees. He
also acts like an advisor as well as a coordinator. This shows that Mr. Williams is leading a broad
role as HR specialist.
Timeline For completion
The timeline states the time that will be required for the completion of the task that is
analyzing the job of Senior HR Specialist so that it becomes easy for stating whether the claim
made by Mr. Williams about his job role and that of the new Deputy VP of HR is similar or not.
Activities First-
Wee
k
Second
Week
Third
Week
Fourt
h
Week
Fifth
Week
Sixth
Week
Seventh
Week
Eight
week

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JOB ANALYSIS
Reviewing the
information on
nature of job
analysis
Collection of
other additional
information
about Mr.
Williams and
the
organization
Determining
the job analysis
methods
Implementation
of job analysis
method
Planning
strategies to
overcome
issues in job
analysis
Considering

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JOB ANALYSIS
ethical issues
and ways to
overcome them
Comparing job
role of Mr.
Williams with
the job
description
given in the
internet
Reaching to the
final decision
Table 1: Gantt chart
(Source: Created by Author)
Part B- Job Description for Mr. Williams
Senior HR specialist will be required to act like a site leadership to helps create a high
performance culture such as employee engagement, quality, safety and implementing it for high
productive workforce. The senior HR specialist will help to build the expertise and apply them in
various areas such as talent management, employee management, employee relations,
organizational development, training and development and others.

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Responsibilities of the Senior HR specialist are:
 Help in the improvement in the performance of the individual in the business and
development of their career.
 Establish a climate that is favorable for the employee relationship so that there is positive
relation created between the employees
 Lead the efforts of the employees for high performance work systems
 Develop programs that help in ensuring a favorable employee relation and drive a climate
that is supportive and employer of choice.
 Conduct recruitment and hiring activity to fill up staff vacancies in the organization
 Plan, direct and coordinate the training activities, personnel activities and others in the
organization.
 Administer compensation and benefits given to the employees according to the duties,
expertise and performance
These are some of the responsibilities that has been planned for Mr. Williams and he needs to
perform them in the organization as a Senior HR specialist. It is seen that the major gaps exists
between the Senior HR Specialist and the Deputy VP of HR are that Mr. Williams leads the role
of an HR, however, as a leader of all other HR. however, the deputy HR does not perform HR
roles directly. He/she will be responsible to advise and lead the senior HR and their work.
However, the legal business requirement is looked after by the Deputy VP of HR.

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References
Cambon-Thomsen, A. (2004). The social and ethical issues of post-genomic human
biobanks. Nature Reviews Genetics, 5(11), 866.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Morgeson, F. P., Spitzmuller, M., Garza, A. S., & Campion, M. A. (2016). Pay attention! The
liabilities of respondent experience and carelessness when making job analysis
judgments. Journal of Management, 42(7), 1904-1933.
Naim, I., Tanveer, M. I., Gildea, D., & Hoque, M. E. (2015, May). Automated prediction and
analysis of job interview performance: The role of what you say and how you say it.
In 2015 11th IEEE International Conference and Workshops on Automatic Face and
Gesture Recognition (FG) (Vol. 1, pp. 1-6). IEEE.
Sanchez, J. I., & Levine, E. L. (2009). What is (or should be) the difference between competency
modeling and traditional job analysis?. Human Resource Management Review, 19(2), 53-
63.
Singh, P. (2008). Job analysis for a changing workplace. Human Resource Management
Review, 18(2), 87-99.