Human Resource Management – Essay Example
On the Differences between Functional Job Analysis and Department of Labor Procedure Historically, functional job analysis (FJA) and Department of Labor procedure (DLP) are crafted by the same institution: the United States Department of Labor. Nevertheless, these two methods of job analysis are different in many ways. By and large, functional job analysis generally involves reasoning, judgment, and ability that are necessary in performing a particular task (Dessler, 2009). This method of job analysis focuses on the information of the job’s performance and the performer himself or herself. FJA can be broadly categorized in three elements: (1) information; (2) performer; and (3) things.
First, FJA tackles the necessary information entailed in the job task. Performing the job of a paramedic, for instance, includes processes of dealing certain emergency situation. Second, the performer’s knowledge and judgment are highly considered. The paramedic must possess, among other characteristics, a high degree of responsibility inherent in the job. And third, things that are connected to a specific job are very essential. Department of Labor procedure, on the other hand, is a method of job analysis in which different jobs are rated and classified (Dessler, 2009). In contrast to FJA, DPL has standard format that includes, but not limited to, the job summary, work performed ratings, and worker traits rating.
Functional job analysis is different to the Department of Labor procedure in few aspects: (1) the format of presenting the job analysis; (2) the content and emphasis of the report; and (3) the degree of details in the job analysis. First, the paper for FJA format is written in a prose-like manner contrary to the DLP’s structured format. Second, the content and emphasis of FJA paper center on the relevant information, the performer’s specific characteristics, and the things that necessary in the job. And third, FJA is more detailed and particular in the job description and specification in contrast to the DLP.
Dessler, G. (2009). Human resource management (11th Ed). Upper Saddle River, NJ: Prentice Hall, Inc.