Job Analysis Paper



Job Analysis Paper

Job Analysis

The job analysis is the process of describing and recording the purpose of a job, its main tasks and activities, the conditions under which they are conducted and the knowledge, skills and attitudes needed to perform these jobs. The analysis of the job often leads to two main tasks: job description and specification of the requirements of the job (Wanous, 2000).

Purpose and Importance of Job Analysis

The job analysis helps to make various decisions relating to HR such as recruitment, promotion, performance evaluation and other activities and functions. Analysis of the job is important because it provides the basis for the establishment or re-evaluation of the following general topics concerning the organization (Stockard. 1977)

Organizational structure: it helps to decide how to divide the total set of tasks of the organization into units, divisions, departments, work units, and teams.

Structure of jobs: it helps to decide how the work should be grouped in individuals and teams.

Extent of authority: it helps to understand how authority is distributed in terms of decision making.

Extent of control: it helps to report lines of an organization, and the amount and type of people who are under a manager or person at superior level.

Performance criteria: because the performance criteria are established in relation to the workplace, job analysis helps to assess individual and group performance.

Redundancy of employees: job analysis helps to determine employee redundancies that occur during mergers, acquisitions and reductions in staff size.

Job analysis in dental office

In the case of a dental office, orientation will be the first process of assisting dental doctors in locating themselves with respect to the dentals office's culture, values, vision, mission, goals, structure, and procedures. While typical notions of orientation begin with the new member's entrance into the organizational system, the dental office may also consider the orientation process to impact persons outside their system. (Spector, 2008).

In order to emphasize the dental office commitment to its new employees, most employers elect a person-to-person approach for employee orientation, using some combination of human resource personnel, professional trainers such as dental consultants, and other staff to personally deliver the message. On the other hand, many orientation programs of dental setups include long informational sessions that are frequently tedious for the new employee and whose content they do not retain.

Monitoring and Evaluation

It is essential to conduct a formal and systematic follow-up of the initial orientation. The new employee should be told not to conduct a session only when a problem arises. On the contrary, the project director of the dental office must check regularly how an employee acts and responds to potential questions after the initial orientation. The human resources department of the dental office should track the new employee on routine basis.

The feedback provided by the new employees can be a good way to measure the effectiveness of the orientation program. It can be done with the help of the following methods: Questionnaires unsigned complemented by all new employees, in-depth interviews of new employees randomly selected ...