Job Analysis from a Psychological Safety Perspective

Abstract

Job analysis is one of the main foundations of human resource management (HRM), which serves to systematically identify, describe, and publish each position within an organization. The job analysis process is not free from potential bias and ethical issues. Bias can arise due to individual subjectivity, gender stereotypes, or non-objective perceptions in the assessment of tasks and competencies, resulting in unfairness in recruitment, performance appraisals, and job promotions. This study uses a descriptive analysis method with a qualitative approach, with data obtained from various scientific journals and relevant previous research. The results of the study indicate that bias in job analysis can arise from human factors such as gender stereotypes, age discrimination, and limitations against people with disabilities, as well as from the use of technology such as artificial intelligence (AI) and e-recruitment. The application of ethical principles, transparency, and data-driven methods such as the Analytic Hierarchy Process (AHP) has been proven to reduce bias and increase fairness and trust in organizations. Thus, integrating ethical values into every stage of job analysis is key to creating an objective, inclusive, and sustainable HRM system.