Job Analysis

Job Analysis

It is a matter of fact that job analysis is essential process in each organization , because it helps to review job classification system , its effectiveness as well as to analyze work environment . Job analysis is organizational process aimed at defining particular job responsibilities , duties and requirements being important for a given job . In other words , job analysis is a process of analyzing data collected on a particular job

For example , Oswald describes job analysis as generic label for information-gathering methods whose critical considerations include the type of job

and worker data collected , the sources of the data , the methods of gathering the data , and the level of substantive and measurement analytic detail required (Oswald 2003

It is necessary to note that job analysis is conducted on the job , not on the person . The data collected for job analysis may come from the variety of interviews and questionnaires the object of job analysis is nevertheless , specification of a job , not judgment of a person . The main goal of job analysis , according to Oswald , is to identify and reflect job relatedness ' of the following procedures

selection

training

performance appraisal

compensation (Oswald 2003

As it is mentioned above , job analysis is rather important for organization as it serve wide range of purposes

Firstly , job analysis is used in training to develop training content to assess the effectiveness of training to assess the equipment used in training and to analyze the effectiveness of training methods (training conditions

Secondly , job analysis is important in compensation to assess the skills levels to determine influential job factors to assess work environment involving working hazards and physical efforts to identify duties and responsibilities such as supervisory or fiscal duties to relate level of education to salary level , etc

Thirdly , job analysis is effectively used in selection procedures because it helps to identify job responsibilities of vacant positions to set appropriate level of salary for the given job depending on candidate 's skills and experience to define minimum requirements for applicants such as experience and education to provide orientation materials for applicants and to select questions for job tests

Finally , job analysis is important when it is necessary to identify objectives and goals of a given job to define standards of performance to evaluate criteria and duties along with responsibilities (Oswald 2003

Speaking about Veterans Health Administration , it is necessary to mention that job analysis and job s significantly influence administration and , therefore , certain improvements and changes should be surely introduced . Managers of Veterans Health Administration (VHA stress the role of delivery system re-design in the administration in to increase work efficiency (Best et al . 2006

VHA nowadays is characterized by staffing mix and , thus , task responsibilities are of high importance for VHA . Task responsibilities is administration are marked by certain variations at multiple levels and it is necessary to re-assess them for clinical practice guidelines For example , VHA would benefit from re-allocation of work responsibilities and assignments as they are important for improving access to...