What are the advantages of job analysis interview?

Answer 1

� Common Applications of Job Analysis Organizations utilize job data obtained by job analysis to meet a variety of organizational objectives. Common applications of job analysis include: v Recruitment, selection, and placement of employees v New employee orientation and training v Performance management v Promotions and transfers v Job design v Job evaluation v Job enlargement v Job classification v Compensation (e.g., market-based pay) v Training and development/career development of staff v

Answer 2

1. Advantages of job analysis interview

* The reason behind the use of this method is that jobholders are most familiar with the job and can supplement the information obtained through observation

* Workers know the specific duties of the job and supervisors are aware of the job's relationship to the rest of the organization.

* Most commonly used method, very adaptable

* Usually conducted with job incumbents, technical experts, supervisors

* simple, quick, and more comprehensive because the interviewer can unearth activities that may never appear in written form.

* May generate information that never appears on written documents

* Provides an opportunity to explain the need of the analysis

Answer 3

Analyzing jobs are important to make sure the jobs is needed and being done. It can also point out processes and procedures that need to be changed. If the employee is analyzing their job, then it can help them decide when it is time to move on or ask for a raise.

Answer 4

Advantages and Disadvantages of Job Analysis Methods

Method

Advantages

Disadvantages

Observation

• Firsthand information.
• Simple to use.
• Verifies data from other sources.
• Useful for manual and psychomotor tasks.

• Time consuming.
• May bias worker performance.
• Small sample size.
• Requires skilled observer.
• Validity & reliability may be problematic.
• Not useful for jobs consisting of mostly mental tasks.

Interview

• Incumbent describes work.
• Can yield data about cognitive and psychomotor processes difficult to observe.
• Qualitative data can be examined.
• Works well for jobs with long job cycles.

• Requires experienced interviewer and well-designed questions.
• Difficult to combine data from disparate interviews.
• Data gathered is subjective and should be verified.
• May elicit extraneous data.

Critical Incident

• Analysis is based on concrete behaviour.

• Scales require some expertise to develop.

Diary

• Collects data as events happen.

• Consistent and continuous entries may be difficult to obtain.
• Data not in standardized format.

Checklist

• Inexpensive.
• Easy to administer.

• May not include all important parts of work.

Questionnaire

• Does not require trained interviewer.
• Relatively less expensive.
• Can reach more workers.
• Data is standardized (structured).

• May be difficult to construct.
• May have low response rate.
• Responses may be incomplete.
• Responses may be difficult to interpret (open-ended).

Technical Conference

• Data from experience is superior to observation.
• Data is comprehensive.
• SME's chosen for expertise and competence.

• SME's may have trouble breaking work into tasks and describing work.
• Time consuming.
• Differences in opinion need to be resolved to consensus.

Answer 5

The only downside to completing a job analysis is that it will take time to complete it properly and, if objectivity is truly desired, there will be a fee to an outside firm.

The upside, however, far outweighs the downside. For instance, when a proper job analysis is completed you'll find these benefits...

1) Near perfect candidate matches

2) Faster start for new hires

3) Reduced turnover

4) Reduced hiring costs

5) Significant improvement in the ROI of your talent dollars

Many organizations still use job descriptions and believe this is a subsititute for a real job analysis. Strategic employers have moved on from the traditional job description and embrace the value of the job analysis tool.

Answer 6

Def: - A job is defined as a collection of duties and responsibilities which are given together to an individual employee. Job analysis is the process of studying and collecting information relating to operations and responsibilities of a specific job.

The following are the benefits of job analysis.

1. Organizational structure and design :-

Job analysis helps the organization to make suitable changes in the organizational structure, so that it matches the needs and requirements of the organization. Duties are either added or deleted from the job.

2. Recruitment and selection :-

Job analysis helps to plan for the future human resource. It helps to recruit and select the right kind of people. It provides information necessary to select the right person.

3. Performance appraisal and training/development :-

Based on the job requirements identified in the job analysis, the company decides a training program. Training is given in those areas which will help to improve the performance on the job. Similarly when appraisal is conducted we check whether the employee is able to work in a manner in which we require him to do the job.

4. Job evaluation :-

Job evaluation refers to studying in detail the job performance by all individual. The difficulty levels, skills required and on that basis the salary is fixed. Information regarding qualities required, skilled levels, difficulty levels are obtained from job analysis.

5. Promotions and transfer :-

When we give a promotion to an employee we need to promote him on the basis of the skill and talent required for the future job. Similarly when we transfer an employee to another branch the job must be very similar to what he has done before. To take these decisions we collect information from job analysis.

6. Career path planning :-

Many companies have not taken up career planning for their employees. This is done to prevent the employee from leaving the company. When we plan the future career of the employee, information will be collected from job analysis. Hence job analysis becomes important or advantageous.

7. Labour relations :-

When companies plan to add extra duties or delete certain duties from a job, they require the help of job analysis, when this activity is systematically done using job analysis the number of problems with union members reduce and labour relations improve.

8. Health and safety :-

Most companies prepare their own health and safety, plans and programs based on job analysis. From the job analysis company identifies the risk factor on the job and based on the risk factor safety equipments are provided.

9. Acceptance of job offer :-

When a person is given an offer/appointment letter the duties to be performed by him are clearly mentioned in it, this information is collected from job analysis, which is why job analysis becomes important.

Answer 7

Taking the Responsibilities of work in the Company

Answer 8

There are many companies that require the use of a job analyst. One might require the use of a job analysis when one would like to review the performance of one's company.