Importance of Job Analysis and Work Balance in an Organization Essay

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Job Analysis and Work / Life Balance

Job Analysis and Work-Life Balance

Two (2) methods of job analysis described in the video.

Different job analysis methods are described in the video. The two main ones are the review of the job classification systems and structured questionnaires method. Job classification is customary to the production processes of any organization. Classification of the job can be done on many other attributes like skills, knowledge, experiences, innovativeness, perception, and mission of the organization. Job classification can be done to expand on the possible amenities and hence reflect and yield better returns from the job. In contrast, structured questionnaires have always been critical tools used to collect information from the field (Brannick & Levine, 2002). The process of analysis of a job using structured questionnaires involves the issuance of structured materials containing questions and statements of intent, design to initiate certain responses from the workers. The job will be described with different parameters and avenues with the use of this method of analysis. After the data has been collected and analyzed, the description of a certain job can then be formulated with evidence-based conclusions.

Purpose and the expected outcome for each method With the use of job classification systems, the main aim envisaged is to create an environment where workers within a job are free to navigate through different sectored departments and bureaucracies associated with job productivity and performance.

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The aim of this method of job analysis is to create a free environment and reason for work, improvement, and sustainability of the organization, perpetuated by the workers. Job analysis using this job classification system involve classifying different jobs and roles with their specific characteristics, demands, expertise, skills, and many other attributes needed, unique or universal. In doing this, the different jobs can be promoted and hence promoting worker effectiveness (Prien, 2009).

Using structured questionnaires, as a method of job analysis, is central to responses from the participants of the job and the stakeholders participation in responding to these responses. The responses are integrated into the structures of the different fields of the job thereby establishing a framework for perception and management. With a use of structured questionnaires, the different characteristics of a job, as their immediate attributes, are laid out and promoted for better growth of the job regarding its effectiveness to management and productivity. It is expected that with the use of this….....

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