Read through the below post and provide any on of the following: .Ask a probing question, substantiated with additional background information, evidence or research. · Share an insight from having read your colleagues’ postings, synthesizing the information to provide new perspectives. · Offer and support an alternative perspective using readings from the classroom or from your own research. · Validate an idea with your own experience and additional research. . Posting should be at least 150 words and require some information from the text, academically reviewed paper, some significant commentary that requires knowledge of the subject matter, a web link to an article or other source. Job analysis Job analysis can be considered as a methodology that can be used to determine or identify the requirements, duties, and roles that are related to the job. Thus, it can be said that it is a judgment process. Many people think that job analysis denotes the analysis of the performance of the person doing that job, but actually, it is completely wrong. Job analysis is not equal to performance analysis. In the case of job analysis, the jobs are mainly analyzed. Job analysis helps to understand whether the selected procedure of the job is appropriate or not i.e. using the methodology, the requirements are effectively being met or not (Brewster, 2017). Though job analysis is not performance analysis, without job analysis, performance analysis is not possible.Methodologies that can be used to perform job analysis without any job description Generally, job analysis is performed from the description of the job i.e. what activities are to be done within a particular job. At the same time, the schedule i.e. the duration allotted for the job is also included within the analysis part. The pay scale is not kept separated also. Thus, it can be seen that in order to perform a successful and fruitful job analysis, there are several factors that should be possessed. Now, in these cases, where no job description is provided, the methodology becomes a little longer as in those cases, the factors that are needed to be analyzed a job are needed to be obtained through different methods (Cascio, 2015). As job descriptions are not provided, it is obvious that no other information such as duration and pay rate are also not provided. Now in order to analyze such jobs, this information is gathered through several primary methodologies. Interviews or surveys can be performed in order to gather these data and information. The feedback system can also be used for the same purpose. These activities are performed with the employees or working personnel within the environment, especially with those who are associated with the job that needs to be analyzed or with those who are directly engaged with that certain job. Thus, through these methods, all the required information that is needed to analyze a job can be obtained. with the help of this method, the description of the job can be understood i.e. the duration of the job, the activities that are linked with the job and the payment amount for the particular job. Apart from the above-mentioned procedures, there are several methods through which job analysis can be performed even when job descriptions are not available. Some of these methods are the incumbent task log, observations, questionnaires ( open-ended or closed-ended or both / structured or unstructured / or a combination of the given options ), checklists, activity inventories, expert panels, and interviews (supervisors/incumbent/ or any other person linked with the job or interview of all ). Along with these, the feedback system should also be kept in mind as it is a very important method.ReferencesBrewster, C., (2017). In Policy and practice in European human resource management . In: The integration of human resource management and corporate strategy. London: Routledge, pp. 22-35, isbn no- 9780273674306.Cascio, W., (2015). Managing human resources. London: McGraw-Hill, isbn no- 978-1111532826.
