Job analysis and job descriptions
Job analysis refers to a routine followed so as for one to get the knowledge about the job requirements needed in order for a person to perform the job competently (Wolfe, 2017). It helps managers with information for them to discern which employees are best fitted in specific kinds of tasks in an organization. Job description is a written explanation about a particular position in an organization entailing the responsibilities of that position. It contains the details about the skills needed for one to handle the job, among other details (Lee et al., 2017).
The pros of job analysis
It provides detailed information, risks, and hazards about the job, assists the managers in fixing the right type of a person that can deliver successfully in the right job position, helps the human resource managers in hiring appropriately (Wolfe, 2017), it provides managers with skills on how to undertake performance evaluation and successful appraisals.
The cons of job analysis
Job analysis consumes much time since jobs change frequently, involve bias, especially if the job analyst is an employee within the organization; they may collect data according to their likes and dislikes. People behave differently on different occasions; thus, mental abilities are hard to observe and make conclusions.. Don't use plagiarised sources.Get your custom essay just from $11/page
The pros of a job description
It is easy for one to recruit competent employees since the job description clearly states the required responsibilities and qualifications; employees can understand what they are to do in the workplace. Managers can know the kind of training they can give to their employees so as for them to operate according to the job description, helps the work team to be more productive and efficiently achieve the expected objectives and goals.
The cons of a job description
Some employees may get limited and confused about the details of a job even though they can work across different roles(Lee et al., 2017). They can become outdated since the roles may change, employment of automatic machines can require new skills to operate the equipment.
References
Wolfe, R. P. (2017). Course 25158, TSQP: Job Task Analysis (No. LA-UR-17-30399). Los Alamos National Lab.(LANL), Los Alamos, NM (United States).
Lee, S. M., Kim, Y. H., Shim, Y. M., Choi, J. S., & Yu, M. (2017). Development of hospital nurses’ job description based on DACUM method: Focusing on general ward and intensive care unit. Journal of Korean Academy of Nursing Administration, 23(5), 535-547.