Job Analysis Paper Essay

Job analyses ar a look to create detailed avocation descriptions intentiond by businesses to promote efficiency and best total potential between the employer and employee only if there ar many opposite reasons to complete a melodic line compendium. According to Ash and Levine (1980) there are 11 frequent uses for put-on digest career tuition performance appraisal licit issues recruitment and selection of employees training setting salaries efficiency/safety conjecture classification transmission line description job design and planning (Spector, 2008) There are many ways to complete a job analysis and the method acting employ usually depends on the causa of job or business.The four most common job analysis types are the job component strain functional job analysis position analysis questionnaire and task armory (Spector, 2008). For this paper this writer has elect to use the functional job analysis method, utilizing the O*NET electronic database which was previo usly found in the Dictionary or Occupational Titles (DOT) and is produced by the United States Department of Labor (Spector, 2008). The occupation chosen is plaza blackguard and Behavioral Disorder Counselor. This paper will excessively look at the reliability and inclemency of the Functional Job psychoanalysis as surface as some of the pros and cons surrounding the four common methods mentioned above.See more how to write an analysis paper on an article examplesFunctional Job Analysis-Substance laugh at and Behavioral Disorder CounselorThe functional job analysis is a comprehensive method that makes use of observation, interviews, and scores on several(prenominal) dimensions these dimensions are relevant to all jobs making this a uniform method to obtain study no matter what the job may be (Spector, 2008). The functional job analysis of a substance abuse specialist is as follows. (Note due to the extensive amount of information provided a well-grounded deal information wi ll be paraphrased and writer will not accept 100% of the data provided by O*NET.gov. Also, the information provided is to show an understanding of the Functional Job Analysis on with the six domains apply by the O*NET website.)Job Description The analysis begins with a job description as well as some of the titles associated with this vocation. In this case the job is to provide counseling to those struggling with addictions that imply substances nevertheless also addictions to gambling, or other process addictions ( one and only(a)tonline.gov, 2012). Job titles embarrass Counselor Substance Abuse Counselor Chemical Dependency Professional (Onetoneline, 2012).Tools & TechnologyThe next section discusses the tools & technology generally utilise for this occupation. They include Alcohol Breathalyzers Personal Computers and Spreadsheet Software. While this is an extremely comprehensive source there are items that are missing this writer noted the absence of Urine analysis kits used often in the field.Tasks Tasks harmonise to the O*net website include but are not limited to Completion and Maintenance of Records and Reports stomach Chemical Dependency programs and Coordination with other Mental Health Professionals or Health Professionals as Needed (Onetonline, 2012). take in Knowledge is next and the competencies include Therapy and Counseling Psychology Customer Service and Law and Government (Onetonline, 2012).Skills Skills include but are not limited to Active Listening Social Perceptiveness Critical idea and Speaking (Onetonline, 2012).Abilities many of the abilities are Oral Comprehension Oral Expression Problem Sensitivity and deliverance Clarity (Onetonline, 2012). survey Activities The survive activities include Assisting and Caring for others Communicating with Peers, subordinates, and others Documenting/Recording Informations and Getting Information (Onetonline, 2012).Work Context The work context appears to be questions one would ask a pr ospective employer about the disposition of any particular position. Questions center on particular job duties such as the length of clock spent on the telephone, or how often one would be called upon to work with external customers and even if there would be time constraints or deadlines (Onetonline, 2012).Job Zone The job zone is devoted to the educational requirements, link experience, and a general look at the type of job it is. In this category some of the examples include accountants sales managers and chemists (Onetonline, 2012).Education Looks at the levels of education required in the field (Onetonline, 2012) Interests This job is categorized as SAI Social Artistic and Investigative (Onetonline, 2012).Work Styles Work styles are mainly characteristics held by pot deep down the field. Self Control, Stress Tolerance, Concern for Others, and Dependability are just some of them (Onetonline, 2012).Work Values mint that work in the field are said to value relationships, ach ievement, and independence (Onetonline, 2012).Wages & Employment Trends in the end this job analysis discusses wages and body of work trends on a national and local level (Onetonline, 2012). dependableness and ValidityIn order to understand the reliability and validity of job analyses one essential pose an understanding of who provides the information and who is responsible for gathering and making sense of the data. According to Spector (2008) Job analysis information is collected in several ways by people trained in quantifying job characteristics and the KSAOs unavoidable to accomplish the different aspects of jobs. These people either survey the employees who do the jobs in question or experience the job firsthand by doing it themselves or observing it being make. The information is provided by job analysts, supervisors, job incumbents, and/or trained observers. Because supervisors and job incumbents have experience in the field they can be known as subject matter experts or SMEs (Spector, 2008).According to the research Dierdoff and Wilson (2003) found that when creating job analysis there is a reliability factor of .83 showing consistency. Depending on the type of rater inter-rater reliability was lower. Task inventory orders varied depending on the scale given, or importance of a task and inter-rater reliabilities also varied kind of a bit (Spector, 2008). So it seems that if a task inventory order is used it should be done with spacious care.Validity is fairly high but comes with a caution. Once again the issue of peoples judgments and bias comes up (Spector, 2008). Job analysis is useful to I/Os but must be carefully considered to assess validity (Spector, 2008).The job analysis provided by O*NET.gov was faultless and comprehensive but one could see that it is not possible to pinpoint every aspect of the job. Some parts may not apply or may apply to one place of employment and not another. Of course there are also the possible omissions suc h as the Urine Analysis under tools and equipment. This writer does feel that this particular analysis was reliable and valid based on first-hand friendship of the field.Performance Appraisal MethodsThere are two types of appraisals one is objective and the other subjective. Objective appraisals are a way to measure things like absences, or productivity. This would be a simple way of range people in certain vocations where showing up and meeting a quota is important. Take people that work in a factory and need to produce high volume this is one example of where this type of appraisal method would be beneficial. Certain aspects of performance can be measured very well exploitation an objective approach but several weaknesses stand out. One is that the object being measured is not always clear the other is that it is prone to human error (Spector, 2008) There are several subjective appraisal methods the graphic-rating form and many behavior-focused rating forms. These are more lik ely to be used and measure both trait performance and general aspects of performance (Spector, 2008).Graphic-Rating FormA graphic rating form is a chart with several areas that can be rated with choices either numbered or with other monetary value such as frequently to never at all (Spector, 2008). It is a way to make an valuation on many dimensions relating to a particular job. This is an efficient way to get an overall picture.Behaviorally Anchored Rating outperform (BARS)The BARS is a way of evaluating performance on a behavioral level. Relevant job expectations or behaviors are listed and the evaluator will find the choice that best describes an employees level of performance along a continuum (Spector, 2008).Mixed Standard Scale (MSS)A MSS has several statements that describe performance or behaviors with trey choices that describe a particular level of performance (Spector, 2008). The three choices are randomly placed but they represent good performance, satisfactory perfo rmance and poor performance (Spector, 2008). This method like others gives a good overall picture but lacks the details that may surround poor performance.Behavior-Observation-Scale (BOS)The BOS is a way to measure behaviors using a percentage. Instead of describing how well a person responds it describes how often the behavior is seen. One rating could be Stays on Task and the evaluator or observer is to estimate using percentages how well the employee stays on task (Spector, 2008). The BOS is also similar to a mixed-standard scale because it uses detailed incidence and either a poor or efficient behavior but instead of rating behaviors the BOS rates frequency (Spector, 2008). One of the criticisms of the BOS is that to an outsider it may be hard to supply (Spector, 2008) ConclusionThis has been an overview of job analysis, perforamance appraisal, and the concepts of reliability and validity. We have seen that job analysis can be a great source of information. Not only does it pr ovide details pertaining to a particular job but the job analysis can also help in the business world by providing possible legal and ethical issues, training program development and to help establish salaries just to name a few. We also know that there are several methods used to rate an employees performance which one is utilise depends on how detailed and what type of information needs to be measured. Lastly as with most other assessments, ratings, and measurements the reliability and validity of any job analysis is open to bias, and other human factors. All of these things must be taken into consideration and critical thinking generally applies.