Week 2 Discussion

Job Analysis and Job Rewards

Job analysis is de�ned as the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements and rewards. There are three methods: job requirements analysis, competency-based job analysis, and rewards job analysis. Job requirements analysis is the process of de�ning requirements for jobs by uncovering the required actions and skills needed for the successful performance of that job. Another form of job analysis based on competencies rather than job requirements is called competency-based job analysis. Using this method, the �ow of information is reversed as these jobs are matched to the organizational goals and competencies. (Heneman, Judge, & Kammeyer-Mueller, 2015).

The �ndings from a job analysis in�uence recruitment, and also, promotions, training, performance measurement, and rewards. (Heneman, Judge, & Kammeyer-Mueller, 2015). There is no standard set process of conducting a job analysis, and it is usually customized to suit the speci�cs to the situation, but its purpose and scope should be determined.

Job rewards are needed to attract applicants and increase employee motivation, performance, and retention. Intrinsic rewards, intangible bene�ts to the job or organization, extrinsic rewards, and tangible rewards external to the job granted to employees are critical to employee retention. In a job rewards analysis, rewards data is collected within the organization using interviews and surveys much like in job requirements analysis. Outside of the organization, employees at other organizations, outside research organizations, and the Bureau of Labor Statistics can provide data on what competitors offer in regard to job rewards in order to determine the best mix of rewards to recruit the most quali�ed employees. Legal compliance should always be considered during the job analysis by ensuring all job requirements are speci�cally job related (Heneman, Judge, & Kammeyer-Mueller, 2015).

Additional Materials

From your course textbook, Staf�ng Organizations, read the following chapter:

Job Analysis and Rewards

From the South University Online Library, read the following articles:

Future-Oriented Job Analysis: A Description of the Process and Its Organizational Implications (http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?

sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=4519290&site=ehost-live)

Managing the Job Analysis Process (http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=a9h&AN=9081533&site=ehost-live)





From the Internet, read the following article:

SHRM. (2012). Job Analysis: How do I conduct a job analysis to ensure the job description actually matches the duties performed by the employee in the job? Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/hr- qa/pages/conductjobanalysis.aspx