The issue of job analysis sparks debate, even among HR professionals. Managers, supervisors, and employees are often heard to complain that job descriptions and job analysis are a waste of their time or that job analysis does not hold any value for them. “Job analysis is the systematic process of collecting information that identifies similarities and differences in the work” (Milkovich, pp. 103).
I do see value in the job analysis process. The job analysis process has a fair and complete system to evaluate the job description with the compensations and benefits. It is to the fairness of the new employees on board as well as an efficient and useful way to hire the best fits for the positions hired. Yes, this process might take time. However, if a company wants to hire the best fit, it does take some time to select the best one among all. I would suggest to managers and supervisors of the associated department to make modifications on an already made template of the job description of a potentially opened position, for example, from Human Resources electronically. This way there is a baseline to follow. Then, a designated person from the HR should be the coordinator role to follow the whole job analysis process, including the initial interviews. That can save lots of time for busy managers and supervisors. Any time there is any doubt or concern, each manager and/or supervisor’s assistant can meet up with this coordinator in person or via emails. The bottom line is to hire the best fit for the company within the least amount of time and resources given. I think when the coordinator has successfully ran through the initial interviews, the managers and/or supervisors of the department can conduct the second or third interview to select the best candidate.

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A New York Times article author, Eduardo Porter, agrees that more training on the work is necessary to hire the best fit. At the same time, understanding thoroughly of the job description helps tremendously when searching for the best candidate. Eduardo Porter, from the New York Times (2016), reported that Mrs. Edwards, who is a middle-age mother, became technology-savvy within months. She also took the lead to help other people for professional development for their jobs. This once again proves that job training and job analysis work hand-in-hand in maintain high quality employees.

In conclusion, I strongly believe that it is necessary and significant to have the job analysis process for each job description. There are many ways to achieve this goal. Utilizing human resources wisely can help ease the burden for many managers and supervisors when conducting this lengthy yet important process.

    References
  • MILKOVICH. (19 January 2017). Compensation, 11th Edition. [VitalSource Bookshelf Online]. Retrieved from https://mbsdirect.vitalsource.com/#/books/0077512901/.
  • Porter, E (5 July 2016). Job Training Can Work. So Why Isn’t There More of It? New York Times, Economy, Economic Scene. Retrieved from http://www.nytimes.com/2016/07/06/business/economy/job-training-can-work-so-why-isnt-there-more-of-it.html?_r=0.