Job Analysis Report: Comparing Senior HR Specialist and Deputy VP

This report presents a job analysis focused on the roles of HR specialists, particularly comparing the positions of Senior HR Specialist and Deputy VP of HR within Comfort Assisted Living. It reviews existing job descriptions and classifications, identifying the need for additional information to justify claims made by Mr. Williams regarding his role. The report justifies the use of the interview method for job analysis, highlighting its advantages over questionnaires and observations. It also addresses potential problems in the job analysis process, such as lack of support and bias, and suggests ways to overcome these challenges. Furthermore, the report emphasizes the importance of ethical considerations, including issues of termination, negative employee relations, bias, and confidentiality. Finally, the report compares the job description for Senior HR Specialists with Mr. Williams' current duties, aiming to clarify the similarities and differences between the positions and to assess the validity of Mr. Williams' claims. The conclusion of the report summarizes the findings and implications of the job analysis.

Job Analysis
Name of the Student
Name of the University
Author note

Introduction
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. 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. 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 responsibilities related to the job
position. 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 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
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. 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
occurred in Mr. Williams’s job position with the newly advertised job. 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. 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 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

Conclusion