Discussion question - Essay Example

Discussion Question Job analysis is an important part of any selection process or system because it assists in collecting, analyzing data, as well as, providing information on the jobs requirements. Further, it gives the frameworks under which any job is performed. There is a huge dissimilarity between Job analysis and job evaluation. Job analysis describes and aids in jobs appointment while, job evaluation refers to compensable factors that enable job equation and developing plans for comparing jobs importance and in worthiness.

Compensable factors can be used to equate different jobs together hence developing ranking standards that can be used by organizations in creating a job family (i.e. sets of different but related jobs), while allowing various positions in the job family to be hierarchically placed thus supporting organizations equate the position to the jobs and the job family as well and this can be used in salaries and wage determination (Hartley, 1999).Notably research has over time challenged the use of worker trait inventories in job analysis due to non-measurable aspects.

However, through competency which is the state of being effective or well qualified physically and rationally through knowledge, skills abilities, values and interest combination, non measurable traits factors have been measured. This is possible through competency based selection systems where objectives, strategies and jobs are harmonized with an individual during employee selection. On the other hand, task based systems focus on job operations hence failing to recognize individuals’ ability in contributing to the organization (Hartley, 1999).

In my opinion I would choose a flight piloted by an individual chosen using the task based selection system over one chosen by a competency based system. This is because competency seeks only to match the skills and ability to fly or perform the task yet no past experiences are observed as high degree of competence or skill i.e. proficiency should be upheld in task performance. This is further described by the principal difference of proficiency level and skill. Proficiency level implies adequate expertise level while skill is the level of proficiency beyond proficiency.

ReferenceHartley, D. (1999). Job Analysis at the Speed of Reality. Amherst, MA: HRD Press.