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Job Analysis

The document discusses job analysis, which involves breaking down jobs into their component parts like duties, tasks, activities, and requirements. It describes key areas of focus for analysis like duties, work environment, tools used, and relationships. The purposes of job analysis are outlined, such as creating job descriptions, improving recruitment and performance management, and ensuring safety. Job analysis provides important information for human resources processes and enables better decision-making.

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25 views

Job Analysis

The document discusses job analysis, which involves breaking down jobs into their component parts like duties, tasks, activities, and requirements. It describes key areas of focus for analysis like duties, work environment, tools used, and relationships. The purposes of job analysis are outlined, such as creating job descriptions, improving recruitment and performance management, and ensuring safety. Job analysis provides important information for human resources processes and enables better decision-making.

Uploaded by

awunieeyoyiezz
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Job Analysis: An HR

Practitioner’s Guide
A job analysis should focus on the
following;
• Duties and tasks: The type, frequency, and
complexity of performing specific duties and
tasks.
• Environment: Work environment, such as
temperatures, odors, and hostile people.
• Tools and equipment: Tools and equipment used
to perform the job successfully.
• Relationships: Relationships with internal and
external people.
• Requirements: Knowledge, skills, and capabilities
required to perform the job successfully.
The job analysis process is
about breaking down the job
into smaller work units,
including duties, tasks,
activities, and elements.
(Morgeson, Brannick & Levine, 2020)
Types of Job Analysis Data
Work activities
Data on the specific activities that make up a
job.
Worker attributes
Data on the qualities that workers need to do
the job.
Work context
Data on the internal and external environment
of the job.
Why is job analysis important?
Job analysis helps organizations
improve employee engagement,
efficiency, and productivity, enabling
them to achieve operational and
strategic objectives.
Organizations can use the information
from the job analysis to:
• Create detailed and accurate job postings that attract the
skills and competencies you need.
• Improve decision-making when recruiting and hiring new
employees by easily tracking candidates with the required
qualities and qualifications for the job.
• Develop effective employee development plans by identifying
the skills the employees lack to perform a job successfully.
• Plan and conduct more effective performance reviews based
on a good understanding of the duties and nature of the job.
It will improve employee performance and engagement.
• Determine the content of a job and its value to the company
to offer fair compensation packages.
• Assess risks associated with a job and implement safety
measures to avoid safety violations
• The table above shows an example of one of the
duties of the receptionist at a doctor’s office.
Other duties may include managing
appointments, administration, and answering
basic medical questions.
• The task inventory is often created based on
input from expert panels, the people working in
the job themselves, and their managers.
• The task inventory is most effective for creating
job descriptions, job classifications, worker
training, and checking compliance with legal
requirements.
Job Description VS Job Analysis

• A job analysis is a systematic


process of collecting information
related to a specific job, while a
job description is a document
that indicates what a job covers.
Job Analysis
Analyst collects information such as
the knowledge and skills required to
perform a specific job for various
purposes, such as strategic
workforce planning.
Job Description
• Includes all the details, such as tasks,
duties, responsibilities, powers,
authorities, etc.
• A job description is an outcome of a
job analysis.
What are the objectives of job
analysis?
The objective of a job analysis is to get a
deeper understanding of the job and
use the information in creating job
descriptions, job design, performance
appraisals, worker training, workforce
planning, or to make the job safer.
When should a job analysis be
conducted?
Conducted as the first step in the
recruitment process, when
restructuring roles and teams, or
before strategic workforce
planning.
Who should conduct a job
analysis?
HR professionals, employees,
managers, or a trained job
analyst or consultant can
conduct a job analysis depending
on the purpose and goal of the
analysis.
How to conduct a job analysis?
A job analysis is conducted by defining
its purpose, selecting the job
analysis method, gathering and
analyzing data, and implementing
the findings to have an impact on
your Human Resources Management
policies.
Why is job analysis important?
Enables better human resources decisions.
For example, a thorough job analysis will lead to
a better job description, which leads to a
better hiring decision and higher on-the-job
performance as a consequence. It will also
lead to a more precise way to give
performance management feedback, leading
in turn to better performance – and so on.
What are benefits of job analysis?
Creates a deep understanding of all tasks
and activities involved in doing the job.
This is helpful for many HR processes,
including the creation of a job
description, training needs analysis, to
make the job safer, or to optimize the
time spent on the job.
What are the disadvantages of job
analysis?
The main disadvantage of job analysis
is the time involved in doing a
thorough analysis. Such an analysis
can take hours for both the job
analyst and the people in the job. It’s
also necessary to be aware of the
observer or analyst bias.
Sales Job Analysis Example

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