Job Analysis

Job Analysis refers to various methodologies for identification and determination in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job description is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your performance management system.

The job analysis may include these activities:

• reviewing the job responsibilities of current employees,
• doing Internet research and viewing sample job descriptions online or offline highlighting similar jobs,
• analyzing the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position,
• researching and sharing with other companies that have similar jobs, and
• articulation of the most important outcomes or contributions needed from the position.

Purpose of Job Analysis

The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; describing a job; developing performance appraisals, selection systems, promotion criteria, training needs assessment, and compensation plans.

Methods

There are several ways to conduct a job analysis, including: interviews with incumbents and supervisors, questionnaires (structured, open-ended, or both), observation, critical incident investigations, and gathering background information such as duty statements or classification specifications. In job analysis conducted by HR professionals, it is common to use more than one of these methods.^[1]

Reference

1. ^ Cascio, W. F., & Aguinis, H. (2005). Applied Psychology in Human Resource Management (6th Edition)

Links

• Job Analysis as a Practical Vocational Task Assignment (http://www.emcins.com/lc/insights/insights08v42/jobanalysis.pdf)Kate Benson Larson, 2008