30 March 2014
Brief review of the main points of the chapter (200 word abstract)
This chapter was largely structured around figure 3.1, which shows the interrelationships among job analysis, job descriptions, job specifications, job evaluation, and the HR functions that are built on these processes. Job analysis is the process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them. Job analysis is the basis for the solution to any human resource problem. The traditional taxonomy espoused by most job analysis experts over the year categorizes job analysis methods as either job-oriented or worker-oriented. Job-oriented is referring to approaches to job analysis that focus on describing the various tasks that are performed on the job. Worker-oriented is referring to approaches to job analysis that examine broad human behaviors involved in work activities. These approaches attempt to gather information about the work and worker at the same time. The chapter provided a brief discussion of the links between job analysis and these HR functions.
I can relate this chapter to my life because it is going to get me prepared for lifelong jobs. It states “a job is a collection of positions similar enough to one another to share a common job title (pg 59). I can relate to that because as a student in school I am trying to get a degree that can lead me to many jobs that are branched off with my major. Followed by a job you have to have a task, a task is a work activity that is performed to achieve a specific objective. Growing up being able to do chores, I think that is a task that gets me prepared for a job. Knowing that you have chores and your parents are telling you what to do, it is the same