What Are the Seven Major Decision Points Involved in Job

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The Answer is Job analysis is a systematic process used by Human Resources (HR) to identify and determine in detail the particular job duties and requirements, as well as the importance of these duties for a given job. For HR selection purposes, job analysis is crucial as it helps in forming a basis for hiring, training, compensation, and performance appraisal. Here are the seven major decision points involved in job analysis for HR selection purposes:

1. **Purpose of the Job Analysis**: Before starting the job analysis, it is important to clarify the purpose. Is it for creating job descriptions, forming the basis for recruitment, developing performance standards, or for job evaluation? The purpose will guide the depth and focus of the analysis.

2. **Job Analysis Method**: Decide on the method to collect job-related data. Common methods include interviews, questionnaires, observation, and the critical incident technique. Each method has its advantages and disadvantages, and often a combination of methods is used to get a comprehensive understanding of the job.

3. **Information to Collect**: Determine the types of information that need to be collected. This typically includes job tasks, duties and responsibilities, necessary skills, knowledge and abilities, tools and equipment used, work environment, and performance criteria.

4. **Sources of Data**: Identify who will provide the job-related data. Sources may include current job incumbents, supervisors, job analysts, or a combination of these. Sometimes, customers or other stakeholders may also provide valuable insights.

5. **Data Analysis and Job Description**: Once the data is collected, it needs to be analyzed to identify the core duties and responsibilities. This analysis is then used to create a job description, which outlines the tasks, duties, responsibilities, and scope of the job.

6. **Job Specification**: Based on the job description, a job specification is developed, which outlines the qualifications, skills, education, experience, and other attributes a candidate must possess to perform the job successfully.

7. **Validation and Compliance**: Ensure that the job analysis, job description, and job specification comply with all legal requirements, such as equal employment opportunity laws and Americans with Disabilities Act (ADA). Additionally, validate that the criteria used for selection are job-related and predictive of successful job performance.

These decision points help HR professionals to systematically approach job analysis for selection purposes, ensuring that the process is thorough, relevant, and legally compliant. The outcome of a well-conducted job analysis is a clear understanding of what a job entails and what an employee needs to succeed in that role, which is essential for effective HR selection and management.

What Are the Seven Major Decision Points Involved in Job

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