HR managers are responsible for conducting a periodic job analysis for each job to make sure that the requirements are compatible with job descriptions and industry standards. To gather information, HR managers use questionnaires, interviews, and other means (e.g., observations and logs) to learn more about the job. Data is retrieved from employees, supervisors, and consultants during this systematic process. Once the data is retrieved, HR managers have the opportunity to provide trainings, adjust salary levels, and enhance performance appraisals. Furthermore, other important issues such as safety concerns or obsolete job titles can also emerge during the job analysis process. As a practical example, many hospitals no longer need Radiology File Clerks and instead need “Digital Imaging Clerks” due to technological advancements
Locate your job description or one that is close to your job. Conduct a job analysis by using the internet and the O*Net (http://www.onetonline.org/) to figure out if the job description is up to industry standards or if changes need to be made to the job description. Explain your findings.
Your paper should be short (2-3 pages, not including the cover sheet, references, and assessment sheet) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.