Job Analysis Paper

1696 Words May 29th, 2011 7 Pages
Job Analysis Paper
Psych 435
February 28, 2011

Nursing Job Analysis A job analysis is a process used to determine and identify the details of a specific job requirement or duties and the significance of these duties for the given job (Spector, 2008). In a job analysis there are also judgments about the data collected on-the-job (Fine & Crinshaw, 1999). It is also important to remember that a job analysis is conducted for the job position and not the person. The data collected for a job analysis comes from current questionnaires or interviews, the specification and description of the job (Spector, 2008). The main purpose of a job analysis is to document and establish the job relatedness of employment procedures such as interviewing,
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However, the drawback that is holds is that it becomes difficult to compare and combine essays since the essay covers a variety of aspects of the employee’s qualifications and performance along with the content and length the essay may be (Cleveland, 1992). Another appraisal that could be used is graphic rating scale (Cleveland, 1992). This method is both reliable and consistent. This would measure an employee’s quantity as well as quality of work and is assessed in a graphic scale. An employee’s traits such as reliability and cooperation could be taken into account on this appraisal scale (Cleveland, 1992). Even though this scale is commonly used, it does undergo controversy. However, this scale is more economical so employers tend to use it more and it is easily accepted by the overall raters. One more method would be a forced choice rating. In this appraisal method, the employer is asked to chose from a number of groups of statements that best fit or describe the work of the employee as well as those statements that least describe him/her (Cleveland, 1992). This technique is unbiased by all means in comparison to all other techniques. The statements are score the same way that a psychological test would be scored. Some drawbacks that many of these appraisal systems have are that they depend and demands too much from supervisors (Cleveland, 1992). Some of these standards rate vary extensively and are unfair. Many of them can be too lenient where some can be very

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