Learning Team Weekly Reflection week 2
HRM/531 Human Capital Management
April 1, 2013

Learning Team Weekly Reflection
The key to a successful correlation regarding an organization's hiring process and maintaining workplace motivation is a creating a job analysis and providing a job description for each position. This process enables an organization to identify clearly the job requirements and explain its task. A job analysis and description provide expectations of employee performance. They also keep employees in line with the business strategy while increasing workplace motivation. Team D will explain how a job analysis is used to create a job description and explain the functions of a job description.
Job Analysis
A job analysis is an important tool used within an organization. It is the process used by human resource managers to collect important information about what a job entails. The information assist managers identify the qualifications of individuals for the position. The data collected includes the specific job task, the skills necessary for performance, what responsibilities go along with the position, the type of work environment, and the outcome of the job. Once the job analysis process is completed, the information collected is analyzed to assemble a job description.
Job Description
According to “Jobs Online" (2009), “a job description typically consists of six major components: 1) essential job functions, 2) knowledge and critical skills, 3) physical demands, 4) environmental factors, 5) the roles of the ADA and other federal laws, such as the Occupational Safety Health Act (OSH Act), and 6) any explanatory information that may be necessary to clarify job duties or responsibilities. A job description usually depends on a number of factors” (para. 3), such as resources and the employer preferences. The