Purpose of Job Analysis and Job Description Module 3: Week 3 - M3: Assignment 3 Baroness Thompson PSY320 Industrial Organizational Psychology

Marian Orr March 15, 2008

Before creating the job description for Senior Staffing Manager, the executives at Florida Sun Company conducted an in-depth job analysis. Do you think conducting an indepth job analysis was the critical first step?

It is important t for the Senior Staffing manager to conduct a Job Analysis. This would begin by understanding the requirements of the job being filled. Important aspects of the analysis focus on the needs in the company. What kind of personality, experience and education are needed? After Florida Sun Company hires a Senior Staffing Manager, how can this job analysis continue to be useful? To determine these attributes they would have to sit down and do a job analysis covering the following areas. Once the job has been analyzed a job description is put in place. Direct Observation of incumbents performing their jobs enables the trained job analyst to obtain first-hand knowledge and information about the job being analyzed. The Observation method of Job Analysis is suited for jobs in which the work behaviors are.

What potential problems can the executives face if they create a job description without first conducting a job analysis? They may put information in the job description that isn’t accurate. Once an employee is hired they may perform duties, that weren’t in the job description. Job Analysis is a process to identify and determine in detail the

particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.

Purpose of Job Analysis
Do you think the company will need to conduct another job analysis for this position in the future? Why or why not? The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal. The company has to be specific about what they are looking for. The Job Analysis is the very important for the progress on the company. Duty statements should focus on primary, current, normal, daily duties and responsibilities of the position (not incidental duties, an employee’s qualifications or performance, or temporary assignments). A new employee may feel that they are performing duties that they aren’t required to do. Related or similar duties should be combined and written as one statement. Job descriptions could suffice as a management tool, can greatly simplify an organization's human resource management. A job description clarifies work functions and reporting relationships, helping employees understand their jobs. Job descriptions aid in maintaining a consistent salary structure. Performance evaluations may be based on job descriptions.

References: Levy, Paul E. (2006) Industrial/ Organizational Psychology: Understanding the Workplace. Boston, MA: Houghton Mifflin Company http://www.hr-guide.com/data/G013.htmBaroness Thompson final project.doc Argosy Lecture Notes. (2007). Retrieved March 14, 2008, from http://myeclassonline.com/ec/crs/default.learn?CourseID=2895398&CPURL=myeclasso nline.com&Survey=1&47=4156968&ClientNodeID=404511&coursenav=0&bhcp=1

http://www.hr-guide.com/data/

Before creating the job description for Senior Staffing Manager, the executives at Florida Sun Company conducted an in-depth job analysis. Do you think conducting an in-depth job analysis was the critical first step? Provide reasons. What potential problems can the executives face if they create a job description without first conducting a job analysis?

Which aspects of the above job description do you think may have resulted from joboriented job analysis techniques? Which aspects of the job description do you think were products of? Worker-oriented job analysis techniques?

Consider that Senior Staffing Manager is a newly created position at Florida Sun Company. How will you conduct a job analysis on a newly created position? How will the information for this job analysis be gathered?

After Florida Sun Company hires a Senior Staffing Manager, how can this job analysis continue to be useful? Do you think the company will need to conduct another job analysis for this position in the future? Why or why not? Submit your response to the Faculty by Monday, March 17, 2008. Your response should be at least two pages long. You can use the Course Project template to submit the answer.

Assignment 3 Grading Criteria and Respective Point Value Maximum Points Explained why conducting an in-depth job analysis was the critical first step. 15 Described the potential problems the company may have faced had it created a job description without first conducting a job analysis. 15 Identified the aspects of the provided job description that they think may have resulted from job analysis techniques. 10

Identified the aspects of the provided job description that they think may have resulted from worker-oriented job analysis techniques. 10 Described how a job analysis may be conducted on a newly created position. 15 Described the way information for this job analysis would have been gathered. 15 Explained how this job analysis may continue to be useful. 15 Stated whether they think the company will need to conduct another job analysis for this position in future and provided reasons. 10 Total: 105

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