Job Analysis: Strategic Importance, Criticism, and Conclusion

Running head: JOB ANALYSIS
Job analysis
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1JOB ANALYSIS
Strategic importance
Strategic importance of job analysis focuses on the specification of the required tasks to be
performed in accordance with the knowledge, skills and abilities or KSA (Morgeson et al. 2016).
It is helpful for the effective performance of a job as predicted to be in future. The application of
different techniques in job analysis makes an assumption about the current job regarding
recruitment, selection, training and appraisal of employees. These are planned keeping in mind
the future objectives of the organization. In a rapidly changing internal and external environment
of the organization, there is a high chance of change in jobs in the future. It can be mentioned
that the implementation of new techniques in the original job procedure might enhance strategic
planning for developing personnel methods such as training and selection of employees. As
human resource management is a critical part of any organization, therefore it handles mostly
complicated problems related to the employees, the operating functions, especially in a highly
competitive and indecisive market (Sanchez and Levine 2012).
Criticism
There are different disadvantages of job analysis along with the significant advantages.
The biggest disadvantage is in the form of time consumption. It becomes a major hurdle during
frequent job shift. Another disadvantage of job analysis is that it involves personal biasness. If
the analyst and employee belong to the same organization then biasness plays a major role. The
analyst might act on his personal likes and dislikes in evaluating the performance of his
acquaintance. It hampers the process of collecting genuine or original data. The data collection
takes place from a small source, which is a caveat in terms of job analysis (Raymond 2015). The
reason behind this is the small size of sample. Hence, it requires standardization of information