Job analysis is a process used to collect job-related data. This procedure helps organizations decide which person is more suitable for specific jobs. The process involves collecting and recording two sets of data which includes job description and job specification. For a Human Resource manager which focuses mainly on recruitments and selection, job analysis is a vital procedure they need to take before recruiting employees or staffs.
Job description is a detailed written description agreed between the employer and employee which contains all the specific detail of the duties and responsibilities one would expect from the job. Whether you require a part-timer or full time employee, a job description can help you to evaluate it. A clear image of job-to-job applicants can be presented and form basis of advertisements that you run when it is used. Lastly, it can play a part in the evaluation of whether the expectations you set for the employee is met. Job specification is the knowledge, skills, education, experience, and abilities that are necessary for performing a specific job. The job specification provides detailed characteristics, knowledge, education, skills, and experience needed to perform the job, with an overview of the specific job requirements. (Heathfield, 2014)
Job Description is very important for both the employer and the candidate. For the employers, it is important because it can be useful in solving matters such as predicting what the newly employed or even