Advantages And Disadvantages Of Job Analysis
Job analysis is a broad term commonly used to describe a wide variety of systematic
procedures for examining, documenting, and drawing inferences about work
activities, worker attributes, and work context (Siddique, 2004). In light of recent
workplace changes that devalue traditional conceptions of rigidly deп¬ Ѓned jobs, the
broader term, work analysis, is sometimes supported. However, there are three
different types of job analysisand they are job requirements, competency based, and
rewards (Siddique, 2004). Furthermore, job requirements job analysis is the most
commonly used by organizations. It seeks to identify and describe specific tasks,
KSAO s, and job context for a particular job (Siddique, 2004). The main purpose is
to use this particular information to create a right fit between job and employee,
recruiting, determining salary ranges and levels or grades, establishing job titles,
creating employee s job goals and objectives, and conducting performance reviews.
Nonetheless, job requirements can also be used for career planning, creating
reasonable accommodations, and meeting legal requirements for compliance
purposes (Siddique, 2004). Consequently, there are some advantages and
disadvantages to this type of job analysis. Some advantages include providing first
hand job related information, helps in creating right job employee fit, helps in
establishing effective hiring practices, and helps in analyzing training and
development needs (Siddique, 2004).