Running head: JOB ANALYSIS JOB ANALYSIS Name of the Student Name of the University Author note
1 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 ReviewingInformationonJobAnalysisanditsRelationtoJobdescriptionand 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 andothersrequiredforthejob.Analysisontheotherhandareshortdescriptionof
2 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
End of preview
Want to access all the pages? Upload your documents or become a member.
Report On job Analysis In Comfort Assisted Livinglg...
Job Analysis - Deskliblg...
Job Description on the Internetlg...
Assignment Job Analysis | Human Resource Managementlg...