Job AnalysisName of the StudentName of the UniversityAuthor note
Introduction Job analysis is a process that is conducted in an organization with the aim to review thedifference between two similar job positions. It takes place when the position that is beingdiscussed is thought to be different from other position. Thus, job analysis is required to analyzethe 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 ComfortAssisted Living and to identify the addition information that is required. Further, the paperjustifies the type of job analysis method that will be used and the ethical consideration that mightarise from the job analysis. Lastly, a comparative study is conducted between the positiondecryption 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 classificationsThe job analysis given in the supplemental information on Deputy VP of HR and SeniorHR specialist only states the responsibility and the role that the employees in both the position isrequired to perform in the organization. Deputy VP of HR shows the responsibility of the personthat will come in position and the job analysis of Senior HR specialist shows the responsibilitiesand duties performed by Mr. Williams. This job analysis is different from the advertisementsgiven in job description and classification because they offer much extended information such asqualification required for the position, the salary structure and others. Job description states whatthe job covers such as tasks, responsibilities, duties, powers, benefits and others required for thejob. Analysis on the other hand are short description of responsibilities related to the jobposition. In addition to this, job position is made with consultation of the senior management of
the organization. however, job analysis also include other employees and their knowledge incollecting information such as to know the job role of the existing positions. Addition Information required to Justify Mr. Williams claimThe job analysis given in the document about both the positions in the organization arenot enough for determining whether Mr. Williams is right in his claim or not. This is because theanalysis only covers the responsibilities that both the position requires top perform in theorganization. Most of the duties are similar for both the position and the information are toolimited. Thus, extended information will be required to justify the claim made by Me. Williamssuch as the qualification required for both position, expertise required and other, even theorganizational structure showed in the job analysis document does not show the level of SeniorHR specialist clearly. Thus, the organizational structure should be revised to show the level ofSenior HR specialist in the organization compared to Deputy VP of HR. these additioninformation will help in analyzing the level of similarities and differences between the positiondescription 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. Williamsrecently. This will help judge whether the organization has come up with new position forbusiness needs or to terminate Mr. Williams. The claim made by him can also be supported ordefended depending on his behavior in the organization. Methods of Job Analysis There are various types of job analysis method that can be conducted to prepare andcollect evidence regarding a job position such as observation, interviews, questionnaires andfunctional. The job analysis method that will be used in this case will be an interview method in
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