Job analysis

Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information of organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully.

The process of job analysis involves the analyst describing the duties of the incumbent, then the nature and conditions of work, and finally some basic qualifications. After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job. The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analysis.

Job analysis is crucial for first, helping individuals develop their careers, and also for helping organizations develop their employees in order to maximize talent. The outcomes of job analysis are key influences in designing learning, developing performance interventions, and improving processes. The application of job analysis techniques makes the implicit assumption that information about a job as it presently exists may be used to develop programs to recruit, select, train, and appraise people for the job as it will exist in the future.

Job analysts are typically industrial-organizational (I-O) psychologists or human resource officers who have been trained by, and are acting under the supervision of an I-O psychologist. One of the first I-O psychologists to introduce job analysis was Morris Viteles. In 1922, he used job analysis in order to select employees for a trolley car company. Viteles' techniques could then be applied to any other area of employment using the same process.

Job analysis was also conceptualized by two of the founders of I-O psychology, Frederick Winslow Taylor and Lillian Moller Gilbreth in the early 20th century.[1] Since then, experts have presented many different systems to accomplish job analysis that have become increasingly detailed over the decades. However, evidence shows that the root purpose of job analysis, understanding the behavioral requirements of work, has not changed in over 85 years.

Purpose

Introduction and Choice of Role

A career in marketing provides an avenue for new opportunities and channels in the diversification of the filed. I have chosen this specific career path as it will provide insights on how marketing techniques in companies are applied from theoretical experience. Based on my understanding, this role suits my professional career growth due to my previous experience in the field of marketing. The professional marketing of this role was advertised on weekly marketing jobs. As a graduate who needs to establish a longstanding career path and specialization in marketing, this role is strategic in that it will advance my learning abilities and practical opportunity in skill development. The purpose of this report is to provide a demonstration of my career path in marketing through which the career analysis. Additionally, it will provide routes in gaining these crucial skills and experience to a strong career pathway.  

Explanation and Analysis from the Employer's Perspective Most college students have an array of diversification on options that they should choose as a professional career for their lives. As such, the diversity of professional career depends on the skills and knowledge acquired throughout a specific area of study. Besides, it entails the evolution and career path that one needs to pick to provide a long-lasting professional. As a result, a marketing professional is a strategic career platform that increases an understanding of the process that can improve the dimension in this career (Owen, 2001, p.122). Due to its diversification on the marketing professional, the needs for the right candidate to fit the job role have been advancement through a competitive selection. As a result, employers are interested in candidates who are equipped with the right skills. These soft and technical skills are communication methods, consumer engagement, and adaptability to change on the prevailing environment, commercial awareness, and strong organization plan. From the role of this opportunity, the job description, as advertised from the weekly jobs, provides the above set of skills. Based on the set of skills described, the employer's perspective is to recruit an individual who possesses strong management skills in marketing that will increase the growth of the marketing department. Furthermore, the employer is mainly interested in creating an environment whose employees are equipped with all relevant skills in marketing that will promote competitive advantage from their rival competitors. In as much as the skills that fit the above job have been evaluated with deep insights, the employer is interested in candidates who are equipped with some form of experience. Experience, in this case, does not necessarily entail having undergone a more robust practical experience in the field but entails simple, practical steps that revolve in their marketing abilities (Brennan and Wellman, 2010, p18). Some of the skills, such as customer service and communication skills, are integrated. In this case, the importance of excellent customer service is that it promotes growth in the production and development of products of a company. For example, having conducted a simple campaign for product development is a practical experience that contemporary employers are looking for when they are screening for the right candidates. Apart from skills and some practical experience that is vital for a professional career in marketing, employers are also in need of a set of employees who have demonstrated crucial values in marketing. My strength in this professional career growth is excellent communication skills, diversity in exploring markets, and also the identification of new opportunities currently in the market segment. Competitive employees comprise of strategic characteristics such as a high level of integrity, commitment, and determination in the working environment. These values are crucial in improving the dynamism of marketing from one level to another. Values are attributes that an employee relies on when they are providing evidence in their professional growth (McArthur et l., 2017, p 85). On the marketing career growth, these attributes and values prepare the candidates for the growth and manifestation of what they should integrate into the firm when provided with the job opportunities. Lastly, having excellent consumer skills is a strategic technique that not only creates significant value to the company in the generation of profit but also ensures that there is loyalty that is established between consumers and the employer. Thus, to excel in professionalism in marketing, incorporating the afore-mentioned values and set of skills is a crucial component. Gap Analysis and Action Plan The job details entail that the right candidates for the above job should encompass a high-level of communication skills, determination, and commitment at their workplace. Since there is a demand for a new set of skills from the employer, it is vital to distinct on what the employer needs and what I do possess. As a result, it will provide an opportunity through which skills posed, and those required can be bridged to ensure that the gap is reduced. With regard to what the employer needs, it is crucial that marketing will entail several activities that will be conducted in a more transparent mode. The qualities and skills that are needed for this role are to have a more practical approach in conducting the marketing of different products values (Cottrell, 2015, p250). As a result, with equipped practical skills that improve the marketing abilities of products, employers rely upon the previous practical experience as a demonstration that provides individuals with a learning opportunity as well as improves the trajectory in career path. Since it's an entry job opportunity, there are several things that I cannot do and require broad experience. For example, conducting a thorough marketing style which comprehensively entails the diversification of products in a company requires a robust understanding of the market segment and more experience in that area, hence as entry graduate, the job demand would not be performed to the required limit (Agus et al., 2011, p9). Through this approach, the method of providing longevity in the career approach. The other task that is too demand is to organize and comprehensively determine the strategic technique that is essential for strong career growth in the marketing technics. In this aspect, creating a model that competes with rival marketing firms is a more technical responsibility that would not be matched during the entry-level of the job task. On the other hand, my previous experience in conducting marketing campaigns relies on the method of marketing that I conducted, and hence I have gained insights into what the marketing segment requires. Through initial experience, I am certain that this experience will improve my understanding of what the new role requires and areas that are should improve to enhance more productivity. Additionally, excellent customer experience is crucial in maintaining loyalty and increase marketing activities for the products of the company (Merrill et al., 2020, p.166). Furthermore, it will initiate improvement in my ability to understand how customers need to be influenced to have a desire for the products of the company. Through excellent customer participation and engagement, thus skills prepare my practical experience and encounter with various consumers in the market. More important is the value through which consumers in the market will be persuaded to purchase these products, unlike those of the rival firms. Lastly, I do possess communication skills, which is a massive asset in integrating strategic issues in the professionalism of marketing. Having a strong communication skill is a tool that not only provides influence in customer relations but opens up new channels that are significant for understanding consumers' needs and values. To effectively bridge the needs in the market and what I possess in this new marketing professional, there are certain areas that are crucial for improvement. First, to gain an understanding of the marketing abilities, I require undergoing training in market segments and different strategies that are significant for increasing sales and product value. For instance, training in the level of markets will manifest on the required information that consumers need to generate more substantial growth (Metilda and Neena, 2016, p295). Secondly, developing an understanding of marketing strategy will improve my awareness of the market needs and also generate new ideas in promoting consumers' products at the market. Lastly, an understanding of the market segment is strategic in understanding the dynamics in different roles that are in the market since the market segment is involved and requires an understanding of the development and the needs that consumer's needs, the mobility in product value will be enhanced to my career growth development. Self-Evaluation and Appendix Analysis

Based on the needs in the market and employees' perception, there are strategic, relevant issues that we have learned in class tests. In contemplating an understanding of my career growth and projection, I will incorporate my skills and values that are required in the market. My strengths are excellent communication skills, commitment, organization and planning, market exploration, analytical ability, and teamwork. Additionally, I possess strengths in organizational ability and strong influence and negotiation skills. From the external tests learned in class, I have learned that essential skills in an organization require a high level of understanding of the company objectives. Furthermore, it entails the possibilities that are strategic for the company that is required in the growth of the company and also the promotion of new values (Goleman, 2006). My strength in communication skills is an important asset that should be integrated into the organizational goal and also improve the diversification of the firm. More important is that this skill will improve the dimension of my career goals. My current strengths, as fore-mentioned above, are adequate understanding of the needs of the market scope and the diversification of the objectives necessary in the market. Moreover, my behaviors in the market segment are influencing consumers to develop long-lasting consumer engagement, which entails a strategic understanding of what they require. Through the exploration of the market needs and consumer expectations on the product, my behavior in interacting with different types of consumers will depend on the value of these products (Hamilton, 2013, p533). Another crucial component in my behavior is that it promotes a sense of contemplating the nature of the market. Ideally, no product in the market has been successful in the organization without low provision in the promotion of excellent marketing behaviors. Through this approach, the expectations of consumers in the market scope will comprise a more strategic technique and essential aspect that increase the provision of different levels of promoting these products. There are numerous benefits that are attributed to the modules that we have learned over the entire course, which are strategic in increasing my career growth. It entails the contemplating of what the market needs and the areas that should be enhanced to improve the career growth effectively. Despite my strengths and career growth that I have, I do possess a weakness in procrastination at the workplace. More than often, I tend to use most time in undertaking a task that would have been completed in the shortest time possible. This happens mostly due to an in-depth analysis of underlying issues on the delegated task. As a result, modules that we have learned in time-management skills in an organization should entail strategies that are significant in creating substantial time for career development.

In sum, the prospects of career growth are determined by the market scope and the skills that an individual possesses. Due to the dynamic of the corporate world and the high demand that results from competition for limited opportunities, employer's perception towards career growth is determined by the skills development and previous practical experience that they do posse. Modern employers require individuals who are all rounded and equipped with the necessary skills that increase their abilities to be productive and also ensure increase competitive advantage of the firm. My strengths in my career prospects in marketing comprise of excellent communication skills, influence factor, and organization. By training and practical experience that focuses on my area of improvement, my career growth in marketing, as fore-mentioned above, will flourish comprehensively. Lastly, routes to gain knowledge will require more insights on market performance and an understanding of techniques that are crucial for longevity in a career path.

Bibliography Agus, A., Awang, A.H., Yussof, I. and Mohamed Makhbul, Z.K., 2011. The gap analysis of graduate employees’ work skills in Malaysia. Proceedings of Business and Information, 8, p.15. Brennan, R., and Wellman, N., 2010. The employability attributes required of new marketing graduates. Marketing Intelligence & Planning. Cottrell, S., 2015. What do employers want? Skills for Success, 249-270. doi:10.1007/978-1-137-42653-6_10 Goleman, D., 2006. Emotional intelligence. Bantam. Hamilton, N.W., 2013. Changing Markets Create Opportunities: Emphasizing the Competencies Legal Employers Use in Hiring New Lawyers (Including Professional Formation/Professionalism). SCL, Rev., 65, p.547. McArthur, E., Kubacki, K., Pang, B., and Alcaraz, C., 2017. The employers’ view of “work-ready” graduates: A study of advertisements for marketing jobs in Australia. Journal of Marketing Education, 39(2), pp.82-93. Merrill, B., Finnegan, F., O'Neill, J., and Revers, S., 2020. ‘When it comes to what employers are looking for, I don’t think I’m it for a lot of them’: class and capitals in, and after, higher education. Studies in Higher Education, 45(1), pp.163-175. Metilda, R.M., and Neena, P.C., 2016. Gap Analysis of Employability Skills of Entry Level Business Graduates Based on Job-Fit Theory. International Journal of Social Sciences and Management, 3(4), pp.294-299. Owen, E., 2001. What critical skills do employers need?. Journal of Geography in Higher Education, 25(1), pp.121-126.

One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; description of a job; development of performance appraisals, personnel selection, selection systems, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans. The human performance improvement industry uses job analysis to make sure training and development activities are focused and effective. In the fields of human resources (HR) and industrial psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.

Industrial psychologists use job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation. Edwin Flieshman, Ph.D. is credited with determining the underlying factors of human physical fitness. Professionals developing certification exams use job analysis (often called something slightly different, such as "task analysis" or "work analysis") to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called "job evaluation."

Job analysis aims to answer questions such as:

• Why does the job exist?
• What physical and mental activities does the worker undertake?
• When is the job to be performed?
• Where is the job to be performed?
• Under What conditions it is to be performed?

Procedures

As stated before, the purpose of job analysis is to combine the task demands of a job with our knowledge of human attributes and produce a theory of behavior for the job in question. There are two ways to approach building that theory, meaning there are two different approaches to job analysis.

Task-oriented

Task-oriented procedures focus on the actual activities involved in performing work. This procedure takes into consideration work duties, responsibilities, and functions. The job analyst then develops task statements which clearly state the tasks that are performed with great detail. After creating task statements, job analysts rate the tasks on scales indicating importance, difficulty, frequency, and consequences of error. Based on these ratings, a greater sense of understanding of a job can be attained. Task analysis, such as cognitively oriented task analysis (COTA), are techniques used to describe job expertise. For example, the job analysts may tour the job site and observe workers performing their jobs. During the tour the analyst may collect materials that directly or indirectly indicate required skills (duty statements, instructions, safety manuals, quality charts, etc.).

Functional job analysis (FJA) is a classic example of a task-oriented technique. Developed by Fine and Cronshaw in 1944, work elements are scored in terms of relatedness to data (0–6), people (0–8), and things (0–6), with lower scores representing greater complexity. Incumbents, considered subject matter experts (SMEs), are relied upon, usually in a panel, to report elements of their work to the job analyst. Using incumbent reports, the analyst uses Fine's terminology to compile statements reflecting the work being performed in terms of data, people, and things. The Dictionary of Occupational Titles uses elements of the FJA in defining jobs.

Worker-oriented

Worker-oriented procedures aim to examine the human attributes needed to perform the job successfully. These human attributes have been commonly classified into four categories: knowledge, skills, abilities, and other characteristics (KSAO). Knowledge is the information people need in order to perform the job. Skills are the proficiencies needed to perform each task. Abilities are the attributes that are relatively stable over time. Other characteristics are all other attributes, usually personality factors. The KSAOs required for a job are inferred from the most frequently-occurring, important tasks. In a worker-oriented job analysis, the skills are inferred from tasks and the skills are rated directly in terms of importance of frequency. This often results in data that immediately imply the important KSAOs. However, it can be hard for SMEs to rate skills directly.

The Fleishman Job Analysis System (F-JAS) developed by Edwin A. Fleishman represents a worker-oriented approach. Fleishman factor-analyzed large data sets to discover a common, minimum set of KSAOs across different jobs. His system of 73 specific scales measure three broad areas: Cognitive (Verbal Abilities; Idea Generation & Reasoning Abilities; Quantitative Abilities; Memory; Perceptual Abilities; Spatial Abilities; and Attentiveness), Psychomotor (Fine Manipulative Abilities; Control Movement Abilities; and Reaction Time and Speed Abilities), and Physical (Physical Strength Abilities; Endurance; Flexibility, Balance, and Coordination; Visual Abilities; and Auditory and Speech Abilities).

JobScan is a measurement instrument which defines the personality dynamics within a specific type of job. By collecting PDP ProScan Survey results of actual performers and results of job dynamics analysis surveys completed by knowledgeable people related to a specific job, JobScan provides a suggested ideal job model for that position. Although it does not evaluate the intellect or experience necessary to accomplish a task, it does deal with the personality of the type of work itself.

Example

For the job of a snow-cat operator at a ski slope, a work or task-oriented job analysis might include this statement: Operates Bombardier Sno-cat, usually at night, to smooth out snow rutted by skiers and snowboard riders and new snow that has fallen. On the other hand, a worker-oriented job analysis might include this statement: Evaluates terrain, snow depth, and snow condition and chooses the correct setting for the depth of the snow cat, as well as the number of passes necessary on a given ski slope.

Job analysis methods have evolved using both task-oriented and worker-oriented approaches. Since the end result of both approaches is a statement of KSAOs, neither can be considered the "correct" way to conduct job analysis. Because worker-oriented job analyses tend to provide more generalized human behavior and behavior patterns and are less tied to the technological parts of a job, they produce data more useful for developing training programs and giving feed back to employees in the form of performance appraisal information. Also, the volatility that exists in the typical workplace of today can make specific task statements less valuable in isolation. For these reasons, employers are significantly more likely to use worker-oriented approaches to job analysis today than they were in the past.

RELATIONSHIP BETWEEN DIGITALIZATION AND THE LIVING WORLD By (Name)

Course Instructor's Name Institution Location Date

Introduction In the 21st Century, it is undeniable that digitalisation has been the normal form of the living world. For the last few decades, there has been a shift of human attention on their physical association to a more dynamic online platform. Throughout this period, digital blending has emerged as a crucial aspect of social interaction. At the same, humans have integrated and embraced methods of the digital world by incorporating improving technology techniques in their daily aspects. Furthermore, companies and business organizations have integrated the use of digitalization as a strategic incentive that increases competitive advantage. Due to the agility and speedy results from digitalisation, there is a growing importance on digitalisation to the living world. This essay will outline the relationship between digitalisation and the living world. Additionally, it will highlight the extent through which it has affected human life. A conclusion will sum up crucial issues, as discussed. With the growing number of users in technologies increasing spontaneously, the relationship between digitalisation and the living world has been pivotal to the discovery of the world. Today, most people share their common ideas in a more virtual environment, unlike in the past, where social interaction was paramount. In less than two decades, the aspect of a digital world was an issue that was unthinkable to most people and whether it would be common to the real world. However, in recent years, there has been an increasing on the usage of digitalization that has embedded in the common activities of humans in their daily lives (Fors, 2010, p27). It is even stranger to note that human activity and their dynamic interaction have changed exponentially. The life world has been consolidated into a global society where more activities are conducted through an online platform. One area through which digitalisation has been affected by the human world is on social media platforms. Most business organizations have integrated the use of digitalization as a way of improving the diversity of their firm. To effectively acquire substantial growth of firms, social media have been used as a strategic platform through which they increase their consumer growth. Besides, there has been an increase in the number of social media users who have acquired visibility through businesses and branding (Gupta, 2017, p2). For example, social media users have grown in number, which has magnificently improved virtual engagement who are connectedly evenly. As the phenomenal in the rise of social media use continues to increase tremendously with an estimate of 2.5 billion users, the living world will continue to be a fascinating world to human lives. Additionally, the evolution of digitalization traces back to the age of computers where their demand for conversion of analogue information to the digital process culminated. As a result, the internet became a reality to human perception, unlike in the past, where it was regarded as science fiction. Due to the rapid increase in the use of the internet to acquire information, human life has changed and progressed sharply. Digitalization is important in the provision of information that is transformed into different forms in the workplace (Cijan et al., 2019, p4). Additionally, it has also led to ease in ease in conveying and exchange of information. As digitalization continues to grow, more information has been integrated into the day to day activities where humans exchange different forms of information through an online system. In the world of new change, a more significant transformation of change has enabled been central to the realities of the world. To effectively conceptualize how information is transformed in the real world, humans have encompassed various possibilities present in the digital world. As such, technology has been pivotal in spreading information from one source to another through a tap of the button or touch of a screen. More often, digitalisation has been integrated into the norm of marketing, where business operates through an online platform. To establish a definite competitive advantage in the market, companies have enhanced the integration of digitalisation as an incentive through which they increase the branding of their products. Additionally, digitalisation has enabled a platform through which companies use websites that consumers can provide comments and their reaction to the use of their activities. By shifting from the traditional forms of marketing, the use of digitalisation has improved the engagement of the real world of business in the life world. More importance of digitalisation is that it has been pro-founded on human experience is transformed effectively. Human experience has undergone different paradigm where it is reflected in the various evolution of technology in their daily life aspects. Interestingly is that throughout this revolution, digitalisation has created a world through which everyone has to adapt to flourish. As a result, it’s through the process of digitalisation that the modern world has a series of ideas to make on their decision-making strategies. Numerous benefits are attributed to the use of decisions made through the application of digitalisation that provides the user with various options (Fors, 2010, p29). For instance, in a business setting structure, a technological model can be applied to effectively minimize chances of error in case the management is interested in undertaking an investment strategy. Furthermore, through the process of digitalisation, business records of competing organizations and hence establishes a framework that is sufficient to increase competitive advantage. More important is that by using digitalisation, a quick decision-making process has been accessible to the organization. Consequently, they can implement these decisions with their aligned objectives hence increasing the value of information that is common. Additionally, digitalisation plays an important role in securing the organization's knowledge and promotes integrity in the preservation of information. Evidently, it is not an option for modern businesses to integrate technologies into their operations. Through the use of technology, there is efficiency that ensures the storage of information is processed in a transparency form (Gupta, 2017, p3). Since, in the past, there was a massive loss in vital information for individuals and business sectors, digitalisation has been integrated to ensure that strategic information is utilized and protected from loss. One component that digitalisation has provided is cost efficiency and a tracking system of how information is processed. In the turn of the millennium, digitalisation has pervaded to the life world in great measurers. As such, digitalisation has been a beckon to a more positive living world for human. It is evidently inevitable for humans to ignore the process of digitalisation to their lifestyle, as revealed by the previous research. These studies entailed that information technology is one great asset that was directly related to the process through which human virtually relates to changes in the society (Fors, 2010, p32). As a result, in the human life world context, digitalisation provides humans with a more advanced relationship in understanding their perspective. Besides, people are further given a deep understanding of how they should relate to transforming the powers of the interplay that coexist in various set-ups. One component through which the importance of digitalisation has been achieved is through the provision of positive living (Jovanović, Dlačić and Okanović, 2018, p908). Therefore, through a deep understanding and sensitizing fundamental values in the human world, digitalization provides these experiences, which are easily visualized in different forms. Apart from positivity attributed to the process of digitalization, there are broad changes that have revolutionized when these crucial issues are integrated colectively. Furthermore, due to the diversity of digitalisation, there are more activities on intellectuality to human lives that have contributed to a more positive life. The other importance of digitalisation is the re-invention of the networking process within the society. It is unimaginable to process how the world would be without the internet today. More often, in the daily aspects of life, a huge proportion of people are observed with their gadgets where they spend a considerable amount of time on their work. At the same time, this massive group of people has changed the dynamic through which they network with others. As a result, digitalisation has changed strategically on the working environment as a considerable number of people have reverted to working away from the physical workplace and instead have reverted to remote working (Cijan et al., 2019, p7). For example, contemporary companies have given their employers more freedom to work remotely, and hence they can recruit several employees who would not fit in the office, unlike the past. Moreover, there is a changing dynamic on how information is processed on the internet and hence affecting human life tremendously. The nature of digitalization has enabled the establishment of more channels through which the process of networking has increased significantly. For example, recently, more chatting applications have been introduced to the domain of digitalization, such as Facebook, Twitter, among others that have transverse networking process. Consequently, there is a more robust interaction of the networking process, which involves more than one platform. Also, digitalisation is a crucial weapon that has fuelled connection with people who had lost direct connection in the past. Based on this aspect, it has provided human beings with the channel of increasing their involvement in a more direct connection process. With the familiarity of getting connection growing exponentially in the digital life, digitalisation has been central to achieving a more frequent contact with exchange of emotions to each other (Gupta, 2017, p3). To this extent, family and friend relationships have been reconnected in a more advanced aspect, hence increasing multiple connections that were once lost. Psychologists studies have shown that the human brain has been designed to convert virtual contacts in a more real form and also with the same reassurance process that is similar to reality. As a result, these experiences change the behaviors of people, and hence they increase the need for a direct attachment with each other. This connectivity has been crucial for increasing the participation of humans to strategic issues in society and also those that concern them. Additionally, in this digital life, entertainment opportunities have increased spontaneously. Entertainment is a crucial component to human lives as it provides the aesthetic value those human needs in their life. As the process of digitalization continues to grow, so does the entertainment opportunities to human life. Evidently, technology has been pivotal for enabling different forms of entertainment that are present to computer and mobile gadgets (Cijan et al., 2019, p10). New models have developed games and other social forms that increase the possibility for people to connect evenly with virtual entertainment. Since there is a massive diversification on different forms of entertainment on the internet, digitalisation has allowed the conversion of real entertainment style to a more advanced virtual, which in the present has shown a people spending on these entertainment games on their daily aspects of life. Consequently, it has resulted in an influence on friendships. Experts and psychologists have stated that the process of digitalization in entertainment opportunities have been distressful in maintaining friendship ties, unlike in the past (Jovanović, Dlačić and Okanović, 2018, p921). With regard to this, it has led to a lack of time in maintaining offline relationships since online activities that involve overwhelming activities have increased. The shift has even changed as it is easier for people nowadays to connect and have an interacting activity online, unlike offline communication. And with the digital life taking dominance in the living world, there is a high opportunity that it will change the way offline human activity are connected. Therefore, digitalisation and the living world have been interconnected in a more direct relationship. However, in as much as digitalisation continues to exist to human lives with high importance, it is evident that it has affected humans to a large extent. Even though the process of digitalisation seems not to affect humans at a rapid rate, its existence over the years has shown a massive impact on the living world. First, the use of the internet has provided humans with infinite information that is used in different forms. Interestingly is that information is spread in every aspect of human life and is easily accessed everywhere. Most jobs that relied on the use of libraries or other study centers in some institutions are now available by the touch of the button. Additionally, in the context of the company's workforce, digitalization has dramatically affected how they operate as firms can now be merged in a central platform by advocating the need for remote employment (Gbadegeshin, 2019, p5). As a result, these workplaces have been restructured to provide a different change on how co-existence at the workplace or processing of information used to be. Secondly, digitalisation has affected the process of communication in human lives. It is through the advent of cell phones that were deemed as luxurious gadgets that have been common to almost everyone. People have reverted from the use of traditional forms of communication and have embraced the use of new gadgets. With the increasing advancement of technology, digitalisation has enabled the creation of digital communication tools that are now used to improve communication means in a more productive process. Thus, digitalisation has been a technological revolution that has been crucial to save time and improve the communication process at work and also in the circulation of information. Additionally, digitalisation has changed human life to a large extent on their socialisation aspects. In the past two recent decades, social networking platforms have gained access to the human living world. For example, social networking platforms such as Facebook and Twitter have changed human interaction to a large extent. Due to the rising number of users in these platforms, most people have been integrated to at least one social network that they establish social networking (Jovanović, Dlačić and Okanović, 2018, p924). Nowadays, social media has been the most commonly used platform through which information and ideas are spread in a more diversified platform. Some of this information that is spread is socialization, health, and marketing. As a result, most of the present living world relies on information obtained through these platforms in conducting day-to-day activities. One important aspect of social media use is that their number continues to grow exponentially. For example, in the United States, in 2005, only 5% of adults were connected in social media or reported to have used; however, that number has grown spontaneously and currently at least 75% of adults are users to one of the available social media platforms (Gbadegeshin, 2019, p8). The growth in this number suggests that most people are now connected through online platforms, and hence the rate at which offline social interaction in the living world continues to diminish. For example, teens create a meaningful offline meaningful relationship at an average of one hour, which is a distressful habit in the early development stages of their life. With this growth in the number of online users, there is a growing concern that social displacement will escalate as the process of digitalization continues to exist in human life. Even though social networks have changed the aspects of human lives, there is an acknowledging benefit that has been enhanced on the expansion of the developments of digital strategic business interaction. Thus, in the future, as digitalization continues to escalate, online activity in a digital world will change the perception of human lives. Lastly, digitalisation has changed entertainment forms to human lives to no small extent. In digital life, entertainment opportunities have increased overwhelmingly hence creating strategic platforms through which people engage at them during their leisure period. Entertainment is important in human lives as it can produce the desired states of life, such as relaxation and arousal. When it comes to the prospects of entertainment platforms such as music, there is consolidation on how music is accessible through the internet (Gbadegeshin, 2019, p14). On the other hand, games are easily downloaded in multiple channels to improve the amusement that is vital for human lives. Most people have applied platforms such as streamline activities where they can effectively search for their favorite songs. For example, the proliferation of entertainment sites has enhanced a connection through which social satisfactions have been transformed. The process of digitalisation in today's life has provided access and eases in entertainment methods that humans engage with, unlike in the past, where entertainment involved a physical engagement form. Conclusion

In sum, digitalisation is an important instrument that has evolved and changes the method through which information is processed. Through digitalisation, communications within workplace and family relationships have changed dynamically. The other importance of digitalisation is that it has provided ease in social networking in a more connected platform. Furthermore, it has opened channels through which there is efficiency in the process of providing a more transformed form on information exchange. Contemporary business sectors have integrated business methods as a strategic technic of enhancing their operational activities. With digitalisation continuing to exist, human life will transform to a great extent in areas of socialization, increased access to information, entertainment methods and integration of the living world to a global village. Even though human life has been changed in recent decades, there is a high probability that digitalisation will transform human life in the future to different levels in human history.

Bibliography Cijan, A., Jenič, L., Lamovšek, A. and Stemberger, L., 2019. How digitalization changes the workplace. Dynamic Relationships Management Journal, 8(1), pp.3-12. Retrieved from doi:10.17708/DRMJ.2019.v08n01a01 Fors, A.C., 2010. The beauty of the beast: the matter of meaning in digitalization. AI & Society, 25(1), pp.27-33. Retrieved from https://link.springer.com/article/10.1007/s00146-009-0236-z Gbadegeshin, S.A., 2019. The Effect of Digitalization on the Commercialization Process of High-Technology Companies in the Life Sciences Industry. Technology Innovation Management Review, 9(1). Retrieved from https://timreview.ca/article/1211 Gupta, V., 2017. Impact of digitalization of academic institutional libraries on research in the Internet age: a study. International Journal of Knowledge Management and Practices, 5(1), p.1. Retrieved from https://search.proquest.com/openview/f7db67b074521dccb27d23429be62895/1?pq-origsite=gscholar&cbl=2043513 Jovanović, M., Dlačić, J. and Okanović, M., 2018. Digitalization and society’s sustainable development–Measures and implications. Zbornik radova Ekonomskog fakulteta u Rijeci: časopis za ekonomsku teoriju i praksu, 36(2), p.905-928. Retrieved from doi/10.1108/JMTM-01-2018-0020/full/html

Knowledge, skills, abilities and other characteristics (KSAOs)

Regardless of which approach to job analysis is taken, the next step in the process is to identify the attributes—the KSAOs that an incumbent needs for either performing the tasks at hand or executing the human behaviors described in the job analysis.

• Knowledge: "A collection of discrete but related facts and information about a particular domain...acquired through formal education or training, or accumulated through specific experiences."
• Skill: "A practiced act".
• Ability: "The stable capacity to engage in a specific behavior"
• Other characteristics: "Personality variables, interests, training, and experiences"

Finally, once the appropriate KSAOs are identified, tests and other assessment techniques can be chosen to measure those KSAOs. Over the years, experts have presented several different systems and methods to accomplish job analysis. Many forms of systems are no longer in use, but those systems that still exist have become increasingly detailed over the decades with a greater concentration on tasks and less concentration on human attributes. That trend, however, has reversed in recent years for the better. Newer methods and systems have brought I-O psychology back to an examination of the behavioral aspects of work.

There are several ways to conduct a job analysis, including: interviews with incumbents and supervisors, work methods of analysis can be laborious and time consuming, and there is always a tendency on the part of management to over analyze some jobs and under analyze some others. These traditional job analysis methods include: one-on-one interviewing; behavioral event interviews; phone interviews; surveys; work assessments; Developing a Curriculum (DACUM); job analysis worksheets; observations and procedural review. Job analysis at the speed of reality. Amherst, Mass.: HRD Press. All of these methods can be used to gather information for job analysis. The DACUM process developed in the late 1960s has been viewed as the fastest method used, but it can still can take two or three days to obtain a validated task list.

1. Observation: This was the first method of job analysis used by I-O psychologists. The process involves simply watching incumbents perform their jobs and taking notes. Sometimes they ask questions while watching, and commonly they even perform job tasks themselves. Near the end of World War II, Morris Viteles studied the job of navigator on a submarine. He attempted to steer the submarine toward Bermuda. After multiple misses by over 100 miles in one direction or another, one officer suggested that Viteles raise the periscope, look for clouds, and steer toward them since clouds tend to form above or near land masses. The vessel reached Bermuda shortly after that suggestion. The more jobs one seriously observes, the better one's understanding becomes of both the jobs in question and work in general.
2. Interviews: It is essential to supplement observation by talking with incumbents. These interviews are most effective when structured with a specific set of questions based on observations, other analyses of the types of jobs in question, or prior discussions with human resources representatives, trainers, or managers knowledgeable about jobs.
3. Critical incidents and work diaries: The critical incident technique asks subject matter experts to identify critical aspects of behavior or performance in a particular job that led to success or failure. For example, the supervisor of an electric utility repairman might report that in a very time-pressing project, the repairman failed to check a blueprint and as a result cut a line, causing a massive power loss. In fact, this is what happened in Los Angeles in September 2005 when half the city lost power over a period of 12 hours. The second method, a work diary, asks workers and/or supervisors to keep a log of activities over a prescribed period of time. They may be asked to simply write down what they were doing at 15 minutes after the hour for each hour of the work day. Or, they may list everything they have done up to a break.
4. Questionnaires and surveys: Expert incumbents or supervisors often respond to questionnaires or surveys as a part of job analysis. These questionnaires include task statements in the form of worker behaviors. Subject matter experts are asked to rate each statement form their experience on a number of different dimensions like importance to overall job success, frequency performance and whether the task must be performed on the first day of work or can be learned gradually on the job. Questionnaires also ask incumbents to rate the importance of KSAOs for performing tasks, and may ask the subject matter experts to rate work context. Unlike the results of observations and interviews, the questionnaire responses can be statistically analyzed to provide a more objective record of the components of the job. To a greater and greater extent, these questionnaires and surveys are being administered online to incumbents.
5. Position Analysis Questionnaire: The Position Analysis Questionnaire (PAQ) is a well-known job analysis instrument. Although it is labeled a questionnaire, the PAQ is actually designed to be completed by a trained job analyst who interviews the SMEs (e.g., job incumbents and their supervisors).[2] The PAQ was designed to measure job component validity of attributes presented in aptitude tests. Job component validity is the relationship between test scores and skills required for good job performance. There are 195 behavior-related statements in the PAQ divided into six major sections: information input, mental process, work output, relationships with others, job context, and other job characteristics.
6. Checklists: Checklists are also used as a job analysis method, specifically with areas like the Air Force. In the checklist method, the incumbent checks the tasks he or she performs from a list of task statements that describe the job. The checklist is preceded by some sort of job analysis and is usually followed by the development of work activity compilations or job descriptions. The scope of task statements listed depends upon the judgment of the checklist constructor.

Six steps

1. Decide how to use the information since this will determine the data to collect and how to collect it. Some data collection techniques such as interviewing the employee and asking what the job entails are good for writing job descriptions and selecting employees for the job. Other techniques like the position analysis questionnaire do not provide qualitative information for job descriptions. Rather, they provide numerical ratings for each job and can be used to compare jobs for compensation purposes.
2. Review appropriate background information like organization charts, process charts, and job descriptions. Organization charts show the organization-wide work division, how the job in question relates to other jobs, and where the job fits in the overall organization. The chart should show the title of each position and, through connecting lines, show reports to whom and with whom the job incumbent communicates. A process chart provides a more detailed picture of the work flow. In its simplest, most organic form, a process chart shows the flow of inputs to and outputs from the job being analyzed. Finally, the existing job description (if there is one) usually provides a starting point for building the revised job description.
3. Select representative positions. This is because there may be too many similar jobs to analyze. For example, it is usually unnecessary to analyze jobs of 200 assembly workers when a sample of 10 jobs will be sufficient.
4. Actually analyze the job by collecting data on job activities, necessary employee behaviors and actions, working conditions, and human traits and abilities required to perform the job. For this step, one or more than one methods of job analysis may be needed
5. Verify the job analysis information with the worker performing the job and with his or her immediate supervisor. This will help confirm that the information is factually correct and complete. This review can also help gain the employee's acceptance of the job analysis data and conclusions by giving that person a chance to review and modify descriptions of the job activities.
6. Develop a job description and job specification. These are two tangible products of the job analysis process. The job description is a written statement that describes the activities and responsibilities of the job as well as its important features such as working conditions and safety hazards. The job specification summarizes the personal qualities, traits, skills, and background required for completing a certain job. These two may be completely separate or in the same document.

Uses of information

1. Recruitment and selection: Job analysis provides information about what the job entails and what human characteristics are required in order to perform these activities. This information, in the form of job descriptions and specifications, helps management officials decide what sort of people they need to recruit and hire and select.
2. Compensation: Job analysis information is crucial for estimating the value of each job and its appropriate compensation. Compensation (salary and bonus) usually depends on the job's required skill and education level, safety hazards, degree of responsibility, etc. -- all factors which can be assessed through job analysis. Also, many employers group jobs into classes. Job analysis provides the information to determine the relative worth of each job and its appropriate class.
3. Performance appraisal: A performance appraisal compares each employee's actual performance with his or her performance standards. Managers use job analysis to determine the job's specific activities and performance standards.
4. Training: The job description should show the activities and skills, and therefore training, that the job requires
5. Discovering unassigned duties: Job Analysis can also help reveal unassigned duties. For example, a company's production manager says an employee is responsible for ten duties, such as production scheduling and raw material purchasing. Missing, however, is any reference to managing raw material inventories. On further study, it is revealed that none of the other manufacturing employees are responsible for inventory management, either. From review of other jobs like these, it is clear that someone should be managing raw material inventories. Therefore, an essential unassigned duty has been revealed.
6. EEO compliance: Job analysis plays a large role in EEO compliance. United States Federal Agencies' Uniform Guidelines on Employee Selection stipulate that job analysis is a necessary step in validating all major personnel activities. For example, employers must be able to show that their selection criteria and job performance are actually related. Doing this requires knowing what the job entails, which in turn requires job analysis.

Additional purposes: In addition to the 6 purposes above, Ash and Levine listed determining KSAOs needed for promotion, determining workplace hazards to make jobs safer, job classification, job description, designing the content of jobs, and strategic human resource planning.

Job Analysis at the Speed of Reality (JASR)

The Job Analysis at the Speed of Reality (JASR) method for job analysis is a reliable, proven method to quickly create validated task lists. The end product, which can be used for many purposes, is the basis for many potential training opportunities. This method is a tested process that helps analysts complete a job analysis of a typical job with a group of subject matter experts and managers in two to three hours then deliver a validated task list.

1. Job incumbents should know their jobs better than anyone else. They can provide accurate, timely content information about the job.
2. JASR participants want to spend a minimum amount of time providing job data during a session and business leadership wants to minimize disruption to business operations.
3. Since JASR participants do not spend as much time thinking about training as training professionals do, they do not require much orientation to the process.
4. JASR uses the quickest methods and best possible technology to complete the job analysis.

Systems

For many years, the U.S. Department of Labor published the Dictionary of Occupational Titles (DOT), which was a comprehensive description of over 20,000 jobs. However, the Department replaced the DOT with O*NET online database, which includes all occupations from the DOT plus an additional 3,500. This makes O*NET very useful for job analysis.

The O*NET (an online resource which has replaced the Dictionary of Occupational Titles) lists job requirements for a variety of jobs and is often considered basic, generic, or initial job analysis data. Everyone can use this database at no cost and is continually updated by observing workers from each occupation. O*NET also has a Career Exploration Tool which is an assessment to help workers and students who are searching for new careers. Data available from O*NET includes physical requirements, educational level, and some mental requirements. Task-based statements describing the work performed are derived from the functional job analysis technique. O*NET also provides links to salary data at the US national, state and city level for each job.

O*NET was designed with several features in mind, including:

• The inclusion of multiple descriptors and content domains to capture the range of ways that work can be described
• The development of cross-job descriptors in order to enable comparisons between various jobs
• The use of a taxonomic approach to occupational classification to enable full coverage within a content domain

Using these principles, a content model was developed that identified six content domains and specific categories within each domain. These six domains and categories within them include:

1. Worker characteristics: enduring individual attributes that influence the capacities workers can develop - abilities, occupational values and interests, and work styles
2. Worker requirements: general attributes developed through education and experience, thus are more amenable to change than worker characteristics - knowledge skills and education
3. Occupational requirements: descriptors of the work itself rather than the worker - Generalized work activities, work context, and organizational context
4. Experience requirements: types and quantities of experience required for specific occupations - worker experience in other jobs, related training, on-the-job training, and certification requirements
5. Individual occupation characteristics: reflects labor demand, supply, and other labor market information
6. Occupation-specific requirements: information unique to a particular job - occupation-specific skills and knowledge, tasks and duties, and equipment used

In modern United States

Over the past years, the concept of job analysis has been changing dramatically. One observer put it: "The modern world is on the verge of another huge leap in creativity and productivity, but the job is not going to be part of tomorrow's economic reality. There still is and will always be an enormous amount of work to do, but it is not going to be contained in the familiar envelopes we call jobs. In fact, many organizations are today well along the path toward being "de-jobbed."."

Jobs and job descriptions, until recently, tended to follow their prescriptions and to be fairly detailed and specific. By the mid-1900s writers were reacting to what they viewed as "dehumanizing" aspects of pigeonholing workings into highly repetitive and specialized jobs; many proposed solutions like job enlargement, job rotation, and job enrichment. Job enlargement means assigning workers additional same-level tasks, thus increasing the number of activities they perform. Job rotation means systematically moving workers from one job to another. Psychologist Frederick Herzberg argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs through job enrichment. Job enrichment means re-designing jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth and recognition.

Whether enriched, specialized or enlarged, workers still generally have specific jobs to do, and these jobs have required job descriptions. In many firms today, however, jobs are becoming more amorphous and difficult to define. In other words, the trend is toward dejobbing.

Dejobbing, broadening the responsibilities of the company's jobs, and encouraging employees to not limit themselves to what's on their job descriptions, is a result of the changes taking place in business today. Organizations need to grapple with trends like rapid product and technological changes, and a shift to a service economy. This has increased the need for firms to be responsive, flexible, and generally more competitive. In turn, the organizational methods managers use to accomplish this have helped weaken the meaning of a job as a well-defined and clearly delineated set of responsibilities. Here are some methods that have contributed to this weakening of JOB's meaning:

• Flatter organizations: Instead of traditional pyramid-shaped organizations with seven or more management layers, flat organizations with only three or four levels are becoming more prevalent
• Work teams: Managers increasingly organize tasks around teams and processes rather than around specialized functions. In an organization like this, employees' jobs change daily and there is an intentional effort to avoid having employees view their jobs as a specific set of responsibilities. An example of this in action in information technology is the Scrum methodology in software development, which specifically states that within the Scrum process, the only recognised title for team members is "team member" - although in practice many IT organizations ignore this aspect of Scrum as it is perceived as "too radical" for them to cope with.
• The Boundaryless Organization: In a boundaryless organization, the widespread use of teams and similar structural mechanisms reduces and makes more permeable the boundaries that typically separate departments and hierarchical levels. These organizations foster responsiveness by encouraging employees to rid themselves of the 'it's not my job' attitudes that typically create walls between one employee's area and another's. Instead, the focus is on defining the project or task at hand in terms of the overall best interests of the organization, therefore further reducing the idea of a job as a clearly defined set of duties.

Most firms today continue to use job analysis and rely on jobs as traditionally defined. More firms are moving toward new organizational configurations built around jobs that are broad and could change daily. Also, modern job analysis and job design techniques could help companies implement high-performance strategies.

See also

• Industrial & organizational psychology
• Staffing models
• Task analysis
• Work sampling

References

• Fleishman, E.A. (1964). The Structure and Measurement of Physical Fitness. Princeton, NJ:Prentice-Hall.

Other sources

• Fine, Sidney A. & Cronshaw, Steven F. (1999). Functional job analysis: A foundation for human resources management. Erlbaum: Mahwah, NJ.

External links

• O*Net