The us department of labor dol is another useful

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The U.S. Department of Labor (DOL) is another useful source for job analysis. Functional job analysis (FJA) is a tool available from the DOL and can be seen as a methodology for gathering information about jobs. The FJA was mainly developed for the Dictionary of Occupational Titles (DOT), another tool to classify jobs. The FJA portrays what is done in a job through three scales: data, people, and things. The DOL also developed the database O*Net On-Line; it replaced the DOT and provides detailed descriptions of jobs. O*Net also contains numerous links to information associated with the workplace ("O*NET," 2011).
As we can see, there are different methods for job analysis, each with its own advantages and disadvantages. It is therefore better and more effective to use a combination of methods rather than just one. However, for any method it is very important that each step be documented thoroughly to provide continuity, inform future job analysis cycles, and avoid legal problems. The most important tangible "products" of the job analysis cycles are job descriptions and job specifications. Job descriptions A job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled. Job descriptions serve as a standard or a benchmark for many HR matters such as compensation, performance evaluations, training needs assessments, and promotions. HR must provide each newly hired employee within the organization with a job description to highlight and stress the organization's expectations for him or her. In return, employees are expected to fully abide by and satisfy all the job requirements stated in the job description, and sometimes even exceed them. It is essential that an organization's job descriptions be created and maintained using a consistent and systematic approach. This approach can facilitate valid, reliable, and consistent decisions pertaining to HR matters. It is also critical that job descriptions undergo periodic evaluation and careful revisions to ensure that they are up to date and truly reflect the nature of the job, especially in light of today's continuously changing business environment.
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PhotosIndia.com/Getty Images Job specifications help HR managers find just the right person for a job. A job description has three main parts: 1. The identification section gives various introductory pieces of information, including job title, job department, chain of command and reporting, job location, job number, job grade, and the employee's exempt or nonexempt status. It is also important that this section state any information that may assist HR in tracking employees and jobs through an HR database system. 2. The second main part of a job description is the general summary . This section provides a clear, concise statement that summarizes the particular job and differentiates it from others. It is highly recommended that this section be created after the successful completion of all other

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