Practical problems with job analysis
Problems with job analysis include as follows:
1. Lack of top management support
Role of top management is to communicate to incumbents that purpose of job analysis is to enhance performance in organization.
2. Lack of training of the analyst and incumbent
Incumbent should be trained about job analysis as purpose of job analysis, if not, incumbents distort data of job analysis because employee think that process seen as a threat to employee
3. Use of only one method
Each method also has advantage and disadvantage so you should use at least 2 methods for job analysis.
Note that job analysis includes both collecting of data and review data so that you should not use only one method.
4. Use of single source of data only
Information source of job analysis include many one from internal one to external one… One can not reflect all data about position so that you should use at least 2 ones of job analysis information.
5. Other problems are:
• Intentional or unintentional distortion from incumbent
• Absence of a review
• Lack of participation of all stakeholders
• Job-based rather than person-based.
• Lack of reward for providing quality information
• Insufficient time allowed for the process
• Time spent of job analysis too lengthy.
Reference documents:
• Process of job analysis
•Methods of job analysis
• Job analysis questionnaires
• Job analysis sample (near 10 forms of job analysis).
• What is job analysis
• Purpose of job analysis
• Classification of job analysis methods
• Information source of job analysis
• HR career ebooks (you can download free and ref all ebooks related HR career…)
Author: Davi Ngo, hrvinet.com
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