Job Analysis, Developing Job Description, and Setting Compensation

Job Analysis and Compensation
Author's Name
The Institutional Affiliation
Course Number and Name
Instructor Name
Assignment Due Date
Job Analysis and Compensation
The job analysis process starts with identifying the tasks, job requirements, responsibilities, and skills and knowledge needed to perform in the given position. The employee's qualification is compared against the job requirements to determine the compensation for the work (Mathis & Jackson, 2014). Standardizing the job description for different organizational positions is essential and should be reviewed regularly. It is because the business continues to evolve with time, which requires changes and upgradation in the job requirements and skills to ensure competitiveness. The new management methods are incorporated into the job analysis to remain relevant and competitive in the market. The process includes the following;
The review of job requirements involves the analysis of the daily functions and work activities of the employee (Siddique, 2004). Then, after discussion with the management and supervisor, the data is collected, including job expectations, responsibilities, and targets.
The next step is to review the job descriptions of various other organizations competing with similar positions. Define the job requirement and list the tasks required to perform in the given position (Siddique, 2004). The breakdown of the tasks and duties for similar positions helps create the job description in the organization.
The data is collected to analyze the requirements and objectives of the organization. In addition, it helps in determining job expectations. Setting clear expectations for the new employee is necessary to describe the expect...