PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks

Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.

Job Analysis and its most important elements:

Rather than list these, I would like to give an example of what an effective job analysis can mean. I was asked by CFO of a small organization to conduct job analysis for his team of 3-4 employees. I reviewed the current job descriptions, then interviewed and met over a series of days with the employees. I questioned the employees regarding the major functions of their jobs, then reviewed the necessary KSAOs to perform said functions.

At the end of the process, I had one employee whose job title did not match his job analysis and subsequent job description. I recommended a change in title, but after review the CFO was afraid this would affect his morale. After discussion, we decided to keep the old title, with discussion with the employee regarding his job duties. They did not change much, but with a small team job titles were more important than if it was accurate relevant to his job description.

I cleaned up some of the KSAOs, and as a result, each member had a better idea of what he/she was responsible for, and any updated tasks were put to bed, thereby leaving the department more efficient, and with a clean, polished, feeling, or maybe that was just my perception!

The job analysis has implications for all functions of HRM. One of the most apparent elements is proper identification of essential KSAOs . The implication here is incorrect placement in pay grades, thus affecting compensation, excluding candidates with disabilities because essential functions are not clear. There are also disparate impact implications if essential functions are not truly essential, etc.