Psy/435 - Job Analysis

Job Analysis

According to Spector (2012), “job analysis is a method for describing jobs and/or the human attributes necessary to perform them” (p. 54). In other words, this procedure is intended to describe what are some of the attributes necessary to perform a given job, and what are the specific tasks involved in that job. When it comes to job analysis, there are two primary approaches that can be taken. The first, job-oriented approach, seeks to provide information regarding the quality of the job itself, and what type of task is associated with it. The second approach, person-oriented, describes what attributes and characteristics are necessary for the job (Spector, 2012). Job analysis is considered to be one of the most effective ways to determine if a job matches the needs of an individual, and vice-versa. It is very common for individuals to graduate high-school without having a clear idea of which career path they want to follow, and how to get there. A job analysis will allow those individuals to get a clear spectrum of what would be expected from them in a certain job and understand if they have the necessary characteristics to thrive in that career or not.

Job Analysis – Wedding Planner

A career path that I would be interested in following is that of a wedding planner. After owning a catering business for many years, and having catered a considerable amount of weddings, I have realized that the wedding industry fascinates me. A wedding planner is an individual with great communication skills, and extensive knowledge about the area and the service providers in a specific location. A wedding planner must be organized, punctual and responsible, since a couple’s most important day is in his or her hands. Although many wedding planners are trained as event planners with specialization in wedding planning, the majority of them do not have any formal training, having learned their skills on-the-job. A wedding planner must also have a good sense of style which includes, but is not limited to, color coordination, fashion, and music. Is it important for the planner to also have a good notion of finances, since he or she will be running his or her own business. However, although most wedding planners are self-employed, their skills could also be very useful in an organization, like for example, a catering business or a wedding venue such as a hotel or a park. Other skills important for wedding planners are active listening, critical thinking, reading comprehension, and time management ("Wedding Planner", 2013).

Reliability and Validity

Performing a job analysis allows individuals to not only determine the tasks of a job, but also determine if the applicant meets the important requirements necessary to perform that job. Most of the data collected for a job analysis comes from the judgment of individuals who either perform a job, or watch other individuals do it (Spector, 2012). According to Spector (2012), “people’s judgments are imperfect, so it is important to determine how reliable and valid each job analysis method is” (p. 72). In other words, it is important to identify and understand the characteristics presented as being crucial for the positive performance of a job. The data gathered by a job analysis will provide a foundation based on which an organization will make decisions regarding the hiring, training, and appraising of a potential employee – in this case, a wedding planner. 

If an organization in the wedding industry is looking to hire a wedding planner, the information provided by a job analysis (i.e. job classification, description, training necessary, salary, etc.) will enable the organization to provide training, policies, and procedures to be followed by new employees (Spector, 2012).

Appraisal Methods

Spector (2012) explains that “a well-designed performance appraisal system will be based on a job analysis” (p.60). Performance appraisal is a systematic evaluation of an individual regarding the individual’s performance on the job and his or her potential for development (Spector, 2012). There are several methods that can be used by an organization to perform job appraisal, each method containing benefits and limitations. One method that can be very effective in evaluating a prospective wedding planner includes a process of performing the job, since this method will provide both the organization and the wedding planner with extensive details regarding the job itself and the environment in which the job will be performed. However, the main disadvantage of this method is allowing an inexperienced or unknown wedding planner to be in charge of a bride’s most important day. For that reason, it is important to have a trustworthy supervisor paying close attention to what the wedding planner is doing, until that individual can be trusted on his or her own ("Performance Appraisal Methods", 2013).

Another effective method of job appraisal in the wedding industry is the 360-Degree feedback. This technique involves collecting performance data on an individual from a number of people related professionally to him or her, such as supervisors, customers, vendors and colleagues. A self-evaluation is also part of this process. For a wedding planner, this method would be effective because he or she could get a realistic idea of what others think about his or her skills. On the negative side, receiving feedback from multiple sources can be very intimidating, and a self-evaluation is rarely realistic ("Performance Appraisal Methods", 2013).

 Conclusion

            Job analysis and performance appraisal are valuable ways to strengthen the relationship between employee and organization. A well-developed job analysis will provide individuals with a valuable tool when searching for what career path to follow. Performance appraisal is an important component for organizations to use when trying to measure the value of an employee, and deciding if that employee can grow with the company or not. For individuals in the wedding industry or any other industry, having a clear idea of both what is expected from them and how they are performing is crucial to maintain an efficient workforce in a competitive market. 

Reference

Performance Appraisal Methods. (2013). Retrieved from http://corehr.wordpress.com/performance-management/performance-appraisal-methods/

Spector, P. E. (2012). Industrial and organizational psychology: Research and practice (6th ed.). Hoboken, NJ: Wiley.

Wedding planner. (2013). Retrieved from http://www.mymajors.com/skills-and-knowledge/wedding-planner