Job Analysis Paper Essay

moving in analyses ar a appearance to create lucubrate business line verbal descriptions apply by businesses to promote dexterity and best match potential between the employer and employee except there are many other reasons to complete a job epitome. According to modify and Levine (1980) there are 11 earthy uses for job summary occupational group development cognitive process estimation legal manages recruitment and selection of employees learn setting salaries efficiency/safety job classification job description job design and planning (Spector, 2008) There are many shipway to complete a job analysis and the method used ordinarily depends on the type of job or business.The four just about viridity job analysis types are the job component inventory useable job analysis position analysis questionnaire and t claim inventory (Spector, 2008). For this publisher this writer has elect to use the structural job analysis method, utilizing the O*NET electronic databa se which was previously found in the Dictionary or Occupational Titles (DOT) and is produced by the United States Department of Labor (Spector, 2008). The occupation chosen is Substance Abuse and Behavioral Disorder direction. This paper will alike look at the dependability and validity of the Functional phone line synopsis as well as some of the pros and cons surrounding the four common methods mentioned above.See more how to write an analysis paper on an hold examplesFunctional Job Analysis-Substance Abuse and Behavioral Disorder CounselorThe functional job analysis is a comprehensive method that makes use of observation, interviews, and make headway on several dimensions these dimensions are relevant to all jobs making this a uniform method to obtain discipline no matter what the job may be (Spector, 2008). The functional job analysis of a burden abuse specialist is as follows. (Note due to the extensive amount of information provided much information will be paraphrased and writer will non take 100% of the data provided by O*NET.gov. Also, the information provided is to maneuver an ensureing of the Functional Job Analysis along with the six domains utilized 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 include substances nevertheless excessively addictions to gambling, or other process addictions (Onetonline.gov, 2012). Job titles include Counselor Substance Abuse Counselor Chemical Dependency Professional (Onetoneline, 2012).Tools & engine roomThe next section discusses the tools & technology generally used for this occupation. They include intoxicant Breathalyzers Personal Computers and Spreadsheet Software. While this is an extremely comprehensive source there are items that are missing this writer noned the absence of Urine analysis kits used often in t he battleground.Tasks Tasks according to the O*net website include but are not limited to Completion and Maintenance of Records and Reports care Chemical Dependency programs and Coordination with other Mental wellness Professionals or Health Professionals as Needed (Onetonline, 2012).Knowledge Knowledge is next and the competencies include Therapy and advise Psychology Customer Service and Law and Government (Onetonline, 2012).Skills Skills include but are not limited to Active Listening Social hold Critical Thinking and Speaking (Onetonline, 2012).Abilities Some of the abilities are Oral knowledge Oral Expression Problem Sensitivity and Speech Clarity (Onetonline, 2012). employment Activities The pee activities include Assisting and Caring for others Communicating with Peers, subordinates, and others Documenting/Recording breedings and Getting Information (Onetonline, 2012).Work Context The score context appears to be questions one would ask a prospective employer about the nature of any event(a) position. Questions pump on particular job duties such as the length of age 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, related experience, and a general look at the type of job it is. In this stratum some of the examples include accountants sales managers and chemists (Onetonline, 2012).Education Looks at the levels of education demand in the field (Onetonline, 2012) Interests This job is categorized as SAI Social fastidious and Investigative (Onetonline, 2012).Work Styles Work styles are mainly characteristics held by deal within the field. Self Control, Stress Tolerance, Concern for Others, and Dependability are just some of them (Onetonline, 2012).Work Values People that work in the field are said to value relationships, achievement, and independence (Onetonl ine, 2012).Wages & Employment Trends ultimately this job analysis discusses wages and employment trends on a home(a) and local level (Onetonline, 2012).Reliability and daringIn order to understand the reliability and validity of job analyses one must have an apprehension 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 adroit in quantifying job characteristics and the KSAOs necessary to accomplish the unalike aspects of jobs. These people every survey the employees who do the jobs in question or experience the job firsthand by doing it themselves or observing it cosmos done. The information is provided by job analysts, supervisors, job incumbents, and/or trained reviewers. 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 look Dierdo ff and Wilson (2003) found that when creating job analysis there is a reliability work out of .83 showing consistency. Depending on the type of rater inter-rater reliability was lower. Task inventory ratings change depending on the scale given, or importance of a project and inter-rater reliabilities also varied quite a bit (Spector, 2008). So it seems that if a task inventory rating is used it should be done with grand 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 attend toful to I/Os but must be cautiously considered to assess validity (Spector, 2008).The job analysis provided by O*NET.gov was consummate and comprehensive but one could see that it is not possible to nab every aspect of the job. Some parts may not cod or may apply to one place of employment and not another. Of course there are also the possible omissions such as the Urine Analysis under tools and equipmen t. This writer does feel that this particular analysis was reliable and valid based on first-hand knowledge of the field.Performance appraisal MethodsThere are two types of appraisals one is inclinationive and the other subjective. target appraisals are a way to measure things like absences, or productivity. This would be a simple way of rating people in veritable vocations where showing up and meeting a quota is important. Take people that work in a factory and need to produce high peck this is one example of where this type of appraisal method would be beneficial. received aspects of performance can be measured very well development 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 likely to be used and measure both trait perfo rmance and general aspects of performance (Spector, 2008).Graphic-Rating FormA graphic rating form is a map with several areas that can be rated with survival of the fittests either numbered or with other hurt such as frequently to never at all (Spector, 2008). It is a way to make an evaluation on many dimensions relating to a particular job. This is an efficient way to get an overall picture.Behaviorally Anchored Rating Scale ( veto)The BARS is a way of evaluating performance on a behavioral level. applicable 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). composite Standard Scale (MSS)A MSS has several statements that describe performance or behaviors with threesome choices that describe a particular level of performance (Spector, 2008). The three choices are randomly placed but they represent respectable performance, fit performance and brusk performanc e (Spector, 2008). This method like others gives a good overall picture but lacks the details that may surround poor performance.Behavior-Observation-Scale (genus Bos)The BOS is a way to measure behaviors using a percentage. rather 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 critical incidence and either a poor or efficient behavior but preferably of rating behaviors the BOS rates frequency (Spector, 2008). One of the criticisms of the BOS is that to an noncitizen it may be hard to interpret (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 provide details pertaining to a particular job but the job analysis can also help in the business world by providing possible legal and good issues, training program development and to help establish salaries just to draw a few. We also know that there are several methods used to rate an employees performance which one is utilized 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 airfoil to bias, and other human factors. All of these things must be taken into comity and critical thinking generally applies.