Discussion 350 Words<\/strong><\/h2>\nExplain how you would conduct a job analysis in a company that has never had job descriptions. Utilize the O*Net as a resource for your information.\n<\/p>\n
Your discussion is to be submitted in 12-point Times New Roman font using APA format.\u00a0 You must have a minimum of two sources to support your answer.<\/p>\n
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Reply to post 250 Words:<\/strong><\/u><\/p>\n<\/p>\n
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Introduction<\/strong><\/p>\nThe Job Analysis is a structured method in which knowledge regarding roles and duties needed for the performance of a specific job is gathered. The job analysis mainly involves the task and not the workers, but the information is obtained from the users about the work (Robinson-Morral et al., 2018).<\/p>\n
Discussion<\/strong><\/p>\nThe primary step in the job analysis process is to identify the intent of the job analysis. The aim may be either to update the job description, to amend the compensation system, to modify the structure of the company, or to update the work of a particular department (Wyse & Babcock, 2018). After the target has been selected, the top management should be well informed, as changes can only be made to the organization with the support of the management. The category of workers to be evaluated would be chosen, be clerical roles, handle employees, different division duties, etc., after setting a goal (Robinson-Morral et al., 2018). The participants involved in the study are also listed, and the approaches to be used. The current job description is reviewed in its entirety in order for a fair understanding of the duties, responsibilities, organizational chart, working conditions, dangers, etc. in certain jobs to exist (Wyse & Babcock, 2018).<\/p>\n
The next action in the job analysis process is to carry out the job analysis or to start it. In this case, enough time should be allocated for the employees to collect the job details. The employee’s knowledge may be gathered through a sample, questionnaire, or assessment methods (Robinson-Morral et al., 2018). If the information is gathered, it must be organized according to the purpose, section, and branch. After this phase, a draft job detail and specifications are prepared by the job analyst. The changes that will be made to the jobs will be defined and written into paper after processing of the material. When the draft is written, the executives, subordinates, and staff will be notified. Regulation of job requirements and expectations is the final phase in the job analysis process, in which job descriptions are reviewed and updated in due time in accordance with the changing needs of the client (Wyse & Babcock, 2018).<\/p>\n
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Introduction<\/strong><\/p>\n The Job Analysis is a structured method in which knowledge regarding roles and duties needed for the performance of a specific job is gathered. The job analysis mainly involves the task and not the workers, but the information is obtained from the users about the work (Robinson-Morral et al., 2018).<\/p>\n Discussion<\/strong><\/p>\n The primary step in the job analysis process is to identify the intent of the job analysis. The aim may be either to update the job description, to amend the compensation system, to modify the structure of the company, or to update the work of a particular department (Wyse & Babcock, 2018). After the target has been selected, the top management should be well informed, as changes can only be made to the organization with the support of the management. The category of workers to be evaluated would be chosen, be clerical roles, handle employees, different division duties, etc., after setting a goal (Robinson-Morral et al., 2018). The participants involved in the study are also listed, and the approaches to be used. The current job description is reviewed in its entirety in order for a fair understanding of the duties, responsibilities, organizational chart, working conditions, dangers, etc. in certain jobs to exist (Wyse & Babcock, 2018).<\/p>\n The next action in the job analysis process is to carry out the job analysis or to start it. In this case, enough time should be allocated for the employees to collect the job details. The employee’s knowledge may be gathered through a sample, questionnaire, or assessment methods (Robinson-Morral et al., 2018). If the information is gathered, it must be organized according to the purpose, section, and branch. After this phase, a draft job detail and specifications are prepared by the job analyst. The changes that will be made to the jobs will be defined and written into paper after processing of the material. When the draft is written, the executives, subordinates, and staff will be notified. Regulation of job requirements and expectations is the final phase in the job analysis process, in which job descriptions are reviewed and updated in due time in accordance with the changing needs of the client (Wyse & Babcock, 2018).<\/p>\n
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