Job Analysis - Research Paper Example

Job Analysis Job Analysis is a process to define and identify the activities to be performed in order to perform any task besides identifying the attributes required to accomplish that task. Job analysis is important in the sense that it provides critical insight to the organization to understand as to what kind of employees will be required to perform a particular job. It is suggested that there should be a periodic review of the job information in order to determine as to what measures of work behavior should be implemented and expected from the job incumbents.

These job criteria however need to be in line with the critical job duties as well as job responsibilities as well as accountabilities. This job related behaviors are therefore considered as important in order to define who to hire and recruit. (Fine & Steven F, 1999)One of the key purposes of preparing job analysis is to define the job specifications as well as job descriptions which invariably allow an organization to identify the right kind of attributes required to perform the job. As such the future hiring and selection of the employees takes place based upon this.

It is also critical to note that the job analysis is also used for later improvements in the overall job process besides defining the promotion and compensation criteria based upon the overall contents of the jobs. Job analysis is also used for the purpose of defining the training requirements of the employees and what kind of training and development programs need to be implemented in order to allow employees to move from one position to another. Legal Implications of Job Analysis It is critical to note that organizations use job analysis as one of the legal defense tools in the courts.

Job analysis can have serious legal implications if there are any elements of bias in the overall process of preparing job analysis for the employees. Since job analysis is also used in the supervisory evaluations as well as the rating of the employees, it is therefore important that all the criteria are effectively measured and carefully defined in order to reduce the chance of bias. Uniform Guidelines on employee selection specifically ask for the thorough job analysis as one of the selection criteria for hiring the employees.

Further, validity studies are also required to be based upon careful review of the information about the job and the reviews should give due consideration to the job analysis. Americans with Disability Act specifically give more importance to the job analysis and strictly prohibits discrimination against persons with disabilities based upon the job analysis and requirements. In United States, after the enactment of the Civil Rights Act, an increasing emphasis has been placed on the job analysis.

In Griggs Vs Duke Power, Supreme Court has greater emphasis on the job relatedness of employer selection systems and procedures. In this Supreme Court ruled that employment requirements actually did not pertain to the applicant’s ability to perform the job. (Anderson, Ones, Sinangil, & Viswesvaran, 2001) This case therefore outlined the legal implications of the Job analysis.BibliographyAnderson, N., Ones, D., Sinangil, H., & Viswesvaran, C. (2001). Handbook of Industrial, Work & Organizational Psychology.

London: SAGE.Fine, S. A., & Steven F, C. (1999). Functional job analysis: A foundation for human resources management. NJ: Erlbaum.