Job Analysis

the methods of job analysis:1- The methods Mary used are not appropriate for an effective job analysis. First of all, she just interviewed three assistant store managers and they are from the same outlet closest to her office. This shows that she gave more importance to convenience than the accuracy of the analysis. Her experince on the job may be both a strength and a weakness for her analysis. She knows details and facts about the job that no external inexperinced analyst can know. At the same time, this can prevent her from being objective and generalise the problems or events she experinced to the general characteristics of the job. She used guidelines-oriented job analysis since the analysis results shows specific skills and knowledge required for the job. Also, Mary herself performed the analysis and the manager performing the job analysis is seldom preferred. HR department or job incumbent are mostly preferred to perform the job analysis. Another weakness about her analysis is the specific job description method she used. This method works better in a bureaucratic organizational structure with well- defined boundaries. For the improvement of Today's Fashions management as a whole, a general job description method may have been more useful since it emphasizes innovation and flexibility. 2- Mary only examined the job description of assistant store managers and this is not enough for a general improvement. She should make a broader analysis including salesclerks and store managers because this is a chain of workflow and cannot be seperated from each other with exact boundaries.

3- The job description and job specification that Mary prepared is incomplete and inadequate in many aspects. First of all, she violated many generally accepted rules about making a