Job Analysis

A job analysis is a process that is utilized to review and evaluate a specific position to determine the responsibilities of the role, its importance as it relates to other jobs, and the qualifications necessary to meet the performance standards of the job, and all conditions in which the position is performed. According to Prien, Goodstein, Goodstein & Gamble (2009), “Simply put, a job analysis is a systematic process for collecting and analyzing information about a job.” (pg.12). Job analysis is considered to be the framework and building blocks associated with an organization related to the content of the position. A strong job analysis creates and supports staffing systems that emerge from the organization. According to Herbert, Judge, and Kammeyer-Mueller (2014), “Once the planning process is complete, the next step in developing an effective, strategic staffing system is to develop a thorough understanding of the jobs to be filled.” “The process of studying and prescribing the specific requirements for a job is called job analysis” (pg.153).

A position questionnaire is created to collect detailed information about the responsibilities and duties of a position to fill the position as is. According to Prien, Goodstein, Goodstein & Gamble (2009), “Using a job analysis questionnaire can substantially reduce the burden on incumbents and SMEs for developing the information needed for a job analysis.” “Instead of starting from scratch, those involved in providing information about the job answer a series of questions about the job.” (pg.33). The position questionnaire is considered to be a tool to gathering information that is thought to be a worker-oriented approach. According to Muhammad Barwa (n.d) “The position analysis questionnaire is the most widely applied job analysis instrument, adapting a worker-oriented approach to gathering and analyzing job information.” (pg.4)

A job description is a description of the tasks, duties, and responsibilities of a position. According to SHRM (2019), “A job description is a useful, plain-language tool that explains tasks, duties, function, and responsibilities of a position.” “It details who performs a specific type of work, how that work is to be completed, and the frequency and the purpose of the work as it relates to the organization’s mission and goals.”

A performance evaluation is a method in which the job performance of an employee is evaluated and documented the personnel file. According to Prien, Goodstein, Goodstein & Gamble (2009), “Job analyses are also used in the performance appraisal process.” “For this process, job analysis should highlight the various work activities involved in performing a job and the relative importance of each activity.” “A rational performance appraisal system would evaluate the quality of the work performed by the individual being appraised according to the various importance ratings.” (pg.17) Performance reviews provide a guide for an organization to assess and provide productive feedback regarding team member performance, recognize areas of strengths, target gaps, and weaknesses, establish goals, and identify career advancement opportunities for eligible team members. Performance reviews conduct the team member to achieve goals and expectations in place. Younger and Smallwood (2016) found that organizations are moving toward big changes in performance management and experimenting with new approaches to the review.

After analyzing the four tasks and comparing the processes, the order in which the tasks are completed appears to work in an orderly fashion. One step could not be complete without the other and vice versa. I do not believe that there is a reason to abbreviate or avoid any steps in the process as it is necessary to follow the process in place as it is successful.

Resources

III, H. H., Judge, T., Kammeyer-Mueller, J. (02/2014). Staffing Organizations, 8th Edition. [Vitalsource]. Retrieved from https://online.vitalsource.com/#/books/1259973972/ (Links to an external site.)

Muhammad Barwa, T. (n.d.). The Effectiveness of Position Analysis Questionnaires. The Institute of Management Specialists. doi:https://www.instituteofmanagementspecialists.org.uk/Barwa.pdf

Prien, E.P., Goodstein, L.D., Goodstein, J., & Gamble, L. G. (2009). A practical guide to job analysis. Retrieved from https://redshelf.com/

Shrm, N. (2019, August 16). How to Develop a Job Description. Retrieved September 23, 2020, from https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/developajobdescription.aspx

Younger, J., & Smallwood, N. (2016, January 11). Performance in the Gig Economy. Retrieved from https://hbr.org/2016/01/performance-management-in-the-gig-economy