The article Creating Value through Simple Structured Job Analysis written by Don Busi (2012) is aimed at discussing the use of data as a way of enhancing the performance of an organization. In particular, the author focuses on such a technique as a structured job analysis. In his opinion, many organizations employ knowledge workers who are supposed to assess and analyze information (Busi, 2012, p. 8). However, in many cases, these people cannot provide managers with recommendations or suggestions that help organizations improve their work. Very often, their comments are either vague or obvious (Busi, 2012, p. 8). This is one of the main problems should be addressed.
In turn, the author discusses the steps that are involved in structured job analysis. In particular, Don Busi (2012) focuses on such an activity as the analysis of specific tasks, functions, or projects that the organization of takes (p. 10). Secondly, it is important to examine the tasks that workers should complete. On the basis of this analysis, one can better identify the specific qualifications that will be required from employees (Busi, 2012, p. 10). The final element is the development of specific recommendations that business administrators should implement.
In the opinion of the author, structured job analysis should be viewed as a technique which helps knowledge workers to identify the most important aspects of a particular business problem (Busi, 2012, p. 10). It can be used in those situations when it is necessary to examine the peculiarities of a particular work process. This technique can be particularly helpful when one should focus on the qualifications of employees, their number, or supervision that is required for the successful completion of a project (Busi, 2012). These are the main issues that can be identified.
To some extent, I agree with the ideas that Don Busi puts forward, especially when this scholar discusses the abundance of knowledge workers in many organizations and the inability of these people to bring improvements for the companies (Busi, 2012). In my view, this problem can affect both private and public organizations.
The information provided by the author is consistent with my prior knowledge of management and organizational behavior. Many companies depend on the ability to analyze information and identify solutions to specific problems. However, they often fail to do it because they do not use specific analytical tools prompting make value out of available information. In my view, this problem should be addressed by people who design analytical tools for managers. This is one of the main issues that should be taken into account.
It seems to me that I will be able to use the guidelines that Don Busi (2012) provides. They are particularly helpful when a manager should take staffing decisions. Additionally, this framework is useful when one should improve a particular business process within an organization. By using this analytical tool effectively, a manager can make a company more efficient. This is why I think that this tool is quite beneficial.
Certainly, the ideas expressed in the article may be familiar to people who work as business administrators. These professionals may know and understand the principles of structured job analysis. Nevertheless, I will certainly recommend this article to students who major in HR management or related areas of study. They should consider this information in order to become better decision-makers.
Reference List
Busi, D. (2012). Creating Value Through Simple Structured Job Analysis. Supervision, 73(8), 8-13. Web.