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The primary factor considered towards ensuring the prosperity of every business organization is time. Katz and Green, (2009) suggested that maximum utilization of time will guarantee success since business operations would be completed within a set period. Allocation of tasks is best achieved by carrying out job analysis which helps in recruitment, selection of employees, evaluation, making decisions pertaining compensations, performance appraisals, and assessment of job worthiness. However, the time and resources used in carrying out job analysis may turn to become financial burdens to the organization. The constraints that accompany job analysis will make it a form of time wastage, and these constrain have made managers consider job analysis as a colossal waste of time and that of the employees.
From a biblical foundation, time management is very crucial for any organization. The book of Colossians 4:5 says, “Walk in wisdom towards outsiders, making the best use of the time.” This is a message that Paul, the apostle, wrote to the people of Colossae urging them to be good timekeepers. His works were geared towards keeping time for no one knows the time for the second coming of Jesus Christ. In connection with job analysis, failure to use time well in an organization will result in a detrimental loss. The will result from the time wasted carrying out shoddy job analysis which translates to time wastage.
This is a drawback that has made many managers discredit the process of job analysis. A lot of time is wasted during interviews and observations. According to research, job analysis is a procedural practice which requires a good understanding of the employees and their jobs (Cascio and Aguinis, 2005). Understanding the employees and their jobs requires good observations through rigorous interviews and close observations over a lengthy period. Moreover, the employees may change their jobs or transfer to other organizations before job analysis is completed. According to Cascio and Aguinis, (2005) lack of employee cooperation compound the time taken for job analysis. Some employees fail to cooperate, and this results in unauthentic and accurate job data. The employees may not be free to cooperate thus doing the exercise a waste of time and money. Therefore, employers and managers have considered the process of analyzing jobs and describing them a waste of time since the inaccurate results would not help the company in the long run.
Effective job analysis requires a full support from the top management. There is need to prove to the employees that the process is a directive from the top management to give confidence to the employees to honestly participate in the process. Research has shown that without the full support of the top management, the employees may feel that the information collected against them (Boxall and Purcell, 2011). At the end of the process, recommendations deduced from the inaccurate data would be helpless to the organization. Thus, it the long run, the whole process amounts to a waste of time of both employees who participated and that of the managers concerned with the process.
Boxall and Purcell, (2011), argued that job analysis is prone to personal likings and thus biases. Although job analysis is the best method of gaining an inner understanding of the job requirements, its effectiveness is distorted by the biases of the analyst. The analyst may dwell only in one area of analysis or in a small group of employees. The outcome would not be reliable since the results obtained reflects the opinions and experiences of a few people. Thus the whole organization is not reflected by the results. To managers, this means that the results would not serve the needs and objectives of the job analysis and thus a waste of the precious resource of time.
Based on the fact that time is a crucial factor of production, the managers are right to believe that job analysis is a waste of time. Carrying out job analysis for formal purposes without returns makes it null and irrelevant. The analysts waste their time collecting information that would not help the company grow. Employee’s time, on the other hand, would be wasted during interviews aimed at collecting information from them. The wasted time could have been utilized to boost the organization productivity. However, considering the general goals of job analysis, adjustments should be made to beat the challenges associated with job analysis. Elimination of these challenges would ensure a productive job analysis that meets its objectives. Thus, before considering job analysis as a waste of time, managers should consider doing away with the challenges to utilize job analysis.