Job Analysis; Descriptions and Specifications Case Study

Job Analysis; Descriptions and Specifications - Case Study Example Job analysis can be conducted using qualitative tools such as interviews with existing clients or quantitative tools such as surveys or comparison to similar job roles in the competitive job market at other companies. Once parameters of the skills and knowledge needed to perform a job have been identified, it becomes easier for HR professionals to determine new pay categories that are competitive or directly in-line with job role function. New performance appraisals can also be developed to help human resources track performance of the employee in this job to determine whether goals are being met based on research findings. The entire process can be research intensive, however it helps leadership understand each job role and have a form of documentation available that helps the business identify with strengths or weaknesses of the job or how to better allocate resources if redundancies between job roles are identified. After conducting research, the skills, knowledge and abilities needed to successfully perform the job are documented. This could include educational credentials or the mental and physical needs of the job, depending on the environment and the complexity of the role. For example, research might indicate that typing speed of at least 60 words per minute is required to manage multi-tasking activities in the job, therefore the new job description will indicate that interviewers should be looking for people with high manual dexterity and speed. Either through observation, interviews or other measurement tools, the description is designed to best fit what has been discovered about the skills needed to accomplish the job tasks successfully. Pay grades are then determined based on what has been identified related to skills and the job role. Job analysis would also determine whether performance goals are being met properly based on research