Team A Weekly Reflection
HRM 513

Team A Weekly Reflection The purpose of this paper is to summarize the key discussion points from the learning objectives during week two. This week’s topic focused on the functions of a job description. Objective 1: Explain how a job analysis is used to create a job description. A job analysis is defined as “the process used to break a job into its component duty or functional areas and the task statements associated with those duty areas” (Hartley, 2010). The job analysis identifies requirements and duties involves in the job. It will also establish guidelines on the education level, skill set, and work environment. The completed job analysis will be used to create the job description. The US Department of Interior (1998) website states that a job analysis “can be used to identify documents and other elements vital to the candidate evaluation, referral and selection process, such as measurement methods and interview requirements”. Each member on the team understands how the job analysis is used and the purpose. A job analysis provides an understanding and specifications for a position. A job analysis consists of a job description and the specifications required. The team agrees that an analysis should be reviewed periodically to remain current and not waste unnecessary resources. Potential problems exist with a job analysis. The accuracy and stability of an analysis could prevent a precise job description from being developed and thwart the candidate evaluation, referral and selection process. Accuracy is affected because some of the information gathered for an analysis is provided by individuals that may not provide the truth. Individuals can idealize about concepts, have concerns about consequences, or give responses they believe assessors want. Accuracy is also affected because the