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 tha...

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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