Running Header: JOB ANALYSIS 1

Job Analysis

Zachary Moss

PSY-565 Industrial/Organizational Psychology

Grand Canyon University

Nancy Aragon

April 20, 2015

JOB ANALYSIS 2

Job Analysis

Within any organization, it is important to place the right person for any position needed

in order for a company to grow, be prosperous, and retain good employees. Conducting a job

analysis for each position is the first step a company can take in obtaining the right individual for

the job. This paper will focus on applying job analysis process in finding and presenting a

profile for a position as an equine veterinarian. It will also focus on what the job will entail and

what kind of skills the ideal candidate will need for this position.

Conduct Research for the Job Analysis

Job analysis is the method used to determine occupational duties and the characteristics

needed of the individual fulfilling the position. A Job analysis procedure involves collecting

data, observing, and interviewing subject matter experts (SMEs). Doing this provides

information such as the knowledge, skills, abilities, and other characteristics (KSAOs) needed to

perform each duty; this can also gage the kinds of tools and equipment needed as well (Dessler,

2013). A job analysis is necessary to understand “what the job entails and what human traits one

needs to do the job well” (Dessler, 2013, p.105).

When conducting research during the job analysis, pertinent question should be asked to

gain a full understanding of each position. Questions such as who should conduct the analysis,

who should participate in the analysis, and what type of information should be obtained are a

good start to gathering the needed information (Aamodt, 2010). Using the example of the equine

veterinarian position, the following questions could be asked: Is there an individual in the

company who is qualified in conducting an analysis or should this be outsourced? Is there a

direct supervisor or coworker that can provide details for the veterinarian positon and how do

they interact? What are the major duties of the position? What are the education, experience, and

JOB ANALYSIS 3

licensing requirements? What are the physical job demands? What is the demographic of the

customer base and what personality traits does the applicate need to possess for client retention?

Detailed and direct questions such as these will provide the basis of job description,

specifications, and hiring practices.

Job Specifics

Because a thorough job analysis takes time and will produce significant information it is

important to define what is relevant and irreverent. Relevant information taken from the research

quantifies and directly relates to the job and its duties. Irrelevant information is that which does

not directly contribute to the occupational duties. This may include what the veterinarian does

between appointments, in down time or sales tactics.

After collecting the data, observing, and interviewing SMEs, companies will have a

foundation of what type of candidate is needed as well as the position’s work flow. From here

job descriptions and specifications can also be established. Using the example of the

veterinarian, the analysis will determine qualifications in work activities such as examination and

treatment of animals, cognitive requirements in problem solving and diagnosis identification, and

knowledge of necessary equipment and surgical procedures. Performance standards such as

dependability, attention to details and stress tolerance can are also be established, as well as,

working environment and qualification requirements (O*Net, 2013).

Psychological Profile

A condensed psychological profile of someone who would be able to fill this job would

have to demonstrate a high level of self-monitoring and knowledge sense they will be working

without supervision. They must also show integrity in their daily actions and recommendations,

and be flexible in their schedule due to emergency situations. The ideal candidate will also have

JOB ANALYSIS 4

to be able to work well with others, mainly clients and would also have to demonstrate a

professional manner in oral presentation, as well as, written instructions.

Conclusion

In conclusion a job analysis provides the foundational characteristics of individuals who

could fill the job successfully. It is the evaluation of work flow and reveals job expectations and

duties. The job analysis also defines a way in which research is done in order to gather

information needed to understand what the job will entail and what kind of skills are required.

Having this information helps companies hire and retain a good employee which leads to overall

growth and prosperity.

JOB ANALYSIS 5

Resources

Aamodt, M. (2010), Industrial/Organizational Psychology. Belmont, CA: Wadsworth.

Dessler, G. (2013). Human Resource Management. Upper Saddle River, NJ: Pearson.

O*Net. (2013). Summary report for: Veterinarians. Retrieved from:

http://www.onetonline.org/link/summary/29-1131.00.