Job Analysis Research Paper

Introduction

A job analysis is a process of examining the different tasks in a job, the competencies required and the resources that the employees needed to meet their job expectations. It is important to note that a job analysis does not evaluate the person working on an organization task only the competencies and the job tasks are assessed (United States Office of Personnel Management. n.d). This job analysis aims to clarify tasks, and the job description of the deputy vice president human resources and the senior human resource specialist in Comfort Assisted Living. A job analysis plays a significant role in clarifying tasks and eliminating overlap of functions which could improve the individual employee job performance and competencies (Siddique, 2004). This job analysis aims at reducing the current confusion on the tasks and skills of a deputy vice president human resources and the senior human resources specialist in Comfort Assisted Living.

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Ethical Issues Consideration

Ethics are principles that are used to provide guidance when conducting an activity. Ethics in job analysis promotes values, rights, and virtues that help meet the needs of all the stakeholders involved. The following are ethical considerations in the job analysis in Comfort Assisted Living for the deputy vice president human resources and the senior specialist's human resources.

Transparency

Transparency is a significant ethical consideration that will be considered in the job analysis by ensuring all the stakeholders involved can access the information and the procedures used in the job analysis. (Ssonko, 2010). Transparency is an essential principle of ensuring that different organization stakeholders are involved in the job analysis which provides that all the necessary information and documentation will be availed which will improve the results of the job analysis.

Accountability

Accountability is a principle that ensures that the job analysis tasks are completed in an accountable manner by ensuring only the truth and facts are represented in the final report and the job description that will result from the job analysis activity (Ssonko, 2010). Accountability also ensures that the information of the organization remains confidential and it is used only for the job analysis purpose.

Professionalism

Professionalism ethics is a code of conduct that is the accepted behavior for a human resource consultant (Fouka & Mantzorou, 2011). As such, in the job analysis, it is essential to exert professionalism in decision making and to organize the job analysis activities to ensure that the set target and objectives of the analysis are achieved.

Approaches of Overcoming Common Problems Encountered in Job Analysis

Communication Breakdown

Communication plays a significant role in job analysis by ensuring the involvement of all the stakeholders that will be involved in the job analysis process. The ability to create greater cooperation will significantly benefit the job analysis activity by ensuring that all the stakeholders contribute their thoughts on the job analysis process (USOPM. 2013). Communication breakdown will be resolved by establishing a communication approach and an organization taskforce to collect information and create an open door communication approach that ensures that the analysis task force is responsive to the needs of other organization stakeholders within the ranks of Comfort Assisted Living.

Data Authenticity

The authenticity of data used in the job analysis plays a significant role in the results achieved in the investigation. As such, the source of the data should be diverse enough to reduce bias which could occur if a single source of data is used to create the analysis (USOPM. 2013). As such, in this job analysis, the information will come from interviews and the job documentation in the organization which will promote the quality of the data and the results of the job analysis.

Job Analysis Activities

Job Analysis PlanningThe planning phase of the job analysis activity is critical because it determined the objectives and support from the management to achieve the analysis objectives (Perrachione, 1986). During the planning phase as a human resources consultant, I am aware of my role in creating direction on how the job analysis will take place and the people who will be involved. However, without the support of Comfort Assisted Living organization management, the activities will not be effective and will be hindered by the competing objectives within the organization. Therefore, involving the management in the planning and the initial activities of the analysis will play a significant role in achieving the goals of the activity. The objective of the exercise is to clarify the job description and tasks between a deputy vice president of human resources and the senior specialist human resources. The activity will result in the creation of job descriptions for the two conflicting positions in the organization which will be used by the legal committee to determine the correctness of the job classification and recommends the different steps that can be used to reduce job classification conflicts today and in the future.

Preparing for the Job Analysis

Preparation plays a significant role in the determination of the results of the analysis (Yildiz & Caylan, 2017). As such, during this phase which will last for one week will involve the identification of jobs documentation in the organization and the methodology which will be used to collect data from the human resources management and the incumbent regarding the senior specialist human resources as well as the human resources manager. This phase of a job analysis is crucial because it determined the validity of the data produced and the method of acquiring the data. The organization charts and job specifications from the organization specifications will be used to assess the current specifications of the conflicted senior specialist Human Resources and the deputy vice president human resources.

Method of Analysis

Interview

Interviewing the incumbent and the human resources manager is an essential approach of establishing more data regarding the situation and the job description to help identify the source of the conflict (Siddique, 2004). An interview approach will be more effective in collective data in this job analysis because it involves a limited number of people and a structured interview will be able to collect specific information which increases the validity of the data collected. The structured interviews will have the same questions. The Interview questions that will be used in the job analysis are attached in the appendix of the paper. The interviews aimed at establishing the incumbent Senior Human Resources point of view regarding their roles and job specification as well as the human resources management view of the two human resources functions. The interview method of research was chosen because of its ability to increase data reliability and validity because the questions are structured and similar (USOPM. 2013). The information will be supplemented by online research on the two positions in conflict.

Online Research

Online research through O*NET Online website will help establish the activities and specifications of the two positions which will help in the identification of the gaps in job specification and help create recommendations.

Further Information Needed

More information is needed on the qualification and education background of Mr. William to ascertain his suitability for the position of the Senior HR Specialist.

Data Compilation and Review

Interviews Results

The results from the interview research showed a significant match of the supplemented information when the Human Resources Manager was interviewed. The incumbent Senior HR Specialist had a good understanding of his role in the organization, but the supplementary information provided did not provide any position for the Senior HR Specialist. Most of the tasks completed by the incumbent are those tasks that should be done by the job description of the vice president human resources. As such, from the supplementary information, there is no position of the Senior Human Resources Specialist, but the job description fits that of the Vice President HR.

Online Research Results

There is a significant difference between the Senior HR Specialist and the Deputy Vice President HR, whereas the role of the Senior HR Specialist is in recruitment and placement of the employees the work of the Deputy Vice President HR is an administration in the employee benefits and employee relations. As such, the problem in Comfort Assisted Living is the failure of the Senior HR Specialist and the Deputy Vice President HR job descriptions to establish the difference between the two roles (O*NET Online. n.d.).

New Job Descriptions and Duties: Senior Human Resources Specialist

Job Description

A Senior HR Specialist is an essential position in an organization that has administrative roles. The responsibility of the Senior HR Specialist should revolve around placement and recruitment of employees in an organization. When a Senior HR Specialist is not hiring and orienting the new employee, the HR Senior Specialist is responsible for overseeing employee satisfaction and productivity which ensures efficient organization operations. The Senior HR Specialist reports to the HR Manager and consults with other Human Resources specialists to ensure that the organization hires competent employees who meet the needs of the organization.

Job Duties

• Screening of the job candidates.
• Conducting interviews.
• Performing background checks on the employees.
• The orientation of the new employees.
• Updating employment records.
• Explaining the human resources policies, procedures, and standards to the employees.
• Processing new employee papers.
• Informing the job applicants of their roles, benefits, working condition, schedules, and the promotion benefits.
• Overseeing the hiring process.

Education Requirements

A Senior HR Specialist should have a minimum degree in Human Resources or Business Management. HR Specialists can further pursue a specialization in the human resources field in a master's program or have a Master of Business Administration in Human Resource Management (O*NET Online. n.d).

Deputy Vice President HR: Job Description

The Deputy Vice President of Human Resources is responsible for the administration of the benefits and employee relations within an organization. The position supports the human resources department with the emphasis in developing the benefits strategy, administration, policy development and coaching employees. The position ensures that the organization policies and procedures in the human resources are implemented well and amended when necessary. The Deputy Vice President HR is answerable to the Vice President of HR (Brisk. n.d).

Job Duties

Oversee the implementation of the employee be...