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-the possession and application of some types of skills and knowledge are routinely ignored in job analysis. Emotional labour, for example, is an occupational requirement to manage one’s feelings and to make occupationally appropriate emotional displays, regaServers, teachers, and nurses may be expected to act in ways that trigger positive feelings in others nd women typically disproportionately hold these jobs.Emotional labour is rarely mentioned in job analyses and, consequently, is rendered invisible. This omission may reflect that emotional labour tends to be the (unpaid) province of women, and that it occurs mostly in the homeWhen emotional labour occurs in the workplace, its devaluation may be exacerbated by real difficulty in quantifying or relating it to an organization’s bottom line.-conclusion: the assumptions about what qualifies as “work” and “skill” significantly affect what work and which workers are valued and which are not.the ways in which job analysis tends to ignore the contributions of women (who have typically had less ability than men to resist employer demands) allows employers to compel necessary, but unremunerated, work from themLearning activity 3.21.What is the purpose of job analysis? How does it inform other HRM functions?The purpose of job analysis is to develop job descriptions and job specifications, and to improve organizational performance and productivity. It can be used to inform several human resource functions, such as performance appraisal criteria, training class content, recruitment, selection, and compensation processes.2.What are job descriptions and job specifications? What does job analysis contribute to them?A job description is a statement that describes the role, tasks, duties, responsibilities (TDRs) and scope of a job. It is a description of what the job entails. A job specification states the minimum qualifications required for the specific job and is adescription of the knowledge, skills, abilities, and other factors KSAOs of the job holder. Job analysis is the process used to develop both a job description and job specification bycollecting and analysing information about what a job requires, entails, and contributes to determine the best candidate for it, and a description of that person making it easier to find and hire that person. 3.Identify three sources of information that can be used in job analysis. What are the pros and cons of each source of information?
Information for job analysis can be gathered from a job analyst, the employee, or a supervisor. Employees may exaggerate the difficulty or importance of their job, either to inflate their own ego, or in hopes that they may become entitled to better benefits and compensation. Employees will also have first-hand information about the requirements of the job, how much time is spent on each task, and which skills are actually used, when, and how much and how often.