Job analysis is a critical human resources aspect that facilitates effective assigning employees to tasks related to their employees. The essence of the approach is to promote productivity and job satisfaction. The process entails comprehensive research on the duties associated with the job, required resources, skills and the degree of change in response to market demand (Brannick & Levine, 2002). However, divergent opinions are emerging on the unilateral basis of conducting job analysis and its influence on declining productivity.
This article by Sanchez and Levine fronts the shift from a traditional job analysis to competency modeling. The topic creates an
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