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The Job Analysis Concept from Various Perspectives
Job analysis can consist of contradicting information gathered from various SMEs on the matter of tasks and KSAOs required for a job. This is due to the fact that the position and its obligations might be viewed differently depending on the SME. A customer does not always have the knowledge about all the intricacies of the job compared to a supervisor and vice versa. Therefore, the formers perspective of the KSAOs the employee needs are limited to their experience.
A job analysis containing different or opposing information about the position cannot be considered valid. If a disagreement between supervisors and incumbents is present, a position cannot be adequately analyzed. In such cases, doing a good job analysis requires further investigation of the contradicting element in order to reach a valid conclusion. For this purpose, job analysts should collect their information from all available sources. This is because the data from only one source can prove to be incomplete or include a premise of subjection. A well-done job analysis must be a result of a thorough examination of facts collected from every possible SME.
The issue of contradicting or incomplete views of the tasks and KSAOs required for it must be solved before completing the job analysis. In order to do so, several solutions can be utilized. Firstly, to understand what is necessary for the job, the analysts must identify the necessary outcomes and the most significant contribution of the position. Secondly, the view of the company can facilitate in composing the analysis. The tasks that are needed to be done yet are not assigned to any employee who might be needed for the job. Lastly, research of similar positions in other companies can shed more light on the KSAOs and job responsibilities.
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