Content Page List Search HRM 200 

2b2. Methodology of Job Analysis

Below are the steps of performing job analysis. Click on each to learn more. Your textbook covers the steps in detail and should be read thoroughly.

Open all / Close all

+ Step 1 – Review Relevant Background Information

+ Step 2 – Select Jobs to be Analyzed

+ Step 3 – Collect Job Analysis Information

+ Step 4 – Verify Information

+ Step 5 – Write Job Descriptions and Job Specifications

+ Step 6 – Communication and Preparations for Revisions

Job Descriptions and Specifications

The byproduct of good job analysis is a job description and job specifications.

Most of you have seen some version of a job description when you have applied for a job or a co-op position. Job descriptions are all about what the
employee is supposed to do on the job, usually a list of tasks and responsibilities. While job descriptions are highly advised they are NOT legally required.

Additionally, job specifications list what is needed to do the job in terms of education, skills, and abilities. Sometimes these are listed as employment or job
requirements as is done in the National Occupational Codes (which we’ll see in a moment).

EXAMPLE

Here is an example of some of the main tasks (that might be included in a job description) and the job specifications
for a Recruitment Specialist (NOC Code - 12101).

Recruitment Specialist

Main Duties:

Identify current and prospective staffing requirements, prepare and post notices and advertisements, and
collect and screen applications
Review candidate inventories and contact potential applicants to arrange interviews and transfers,
redeployment, and placement of personnel
Coordinate and participate in selection and examination boards to evaluate candidates
Notify applicants of results of selection process and prepare job offers
Advise managers and employees on staffing policies and procedures

Employment Requirements [Job Specifications]:

A college diploma in a field related to personnel management such as business administration, industrial
relations, commerce, or completion of a professional development program in personnel administration is
usually required.
Certification as a Certified Human Resources Professional (CHRP) may be required.
Some experience in a clerical or administrative position related to personnel administration may be
required.

Source: Government of Canada. (2021). 12101 – Human resources and recruitment officers.NationalOccupational Classification(NOC 2016 Version
1.3). Employment and Social Development Canada (ESDC) and Statistics Canada. https://noc.esdc.gc.ca/Structure/NocProfile?objectid=sPRrim-
idDpS%2BQ5Cozu%2FE4%2FbvuoMF%2BKatUUMTyjLkurY%3D

National Occupational Classification (NOC)

The National Occupational Classification system is used by organizations to help them create or verify job descriptions. It allows them to see what the
main job tasks are under a specific role, what education is required, and even some suggested job titles.

To see how the NOC can be useful, try the following activities.

Activity 1: Use the NOC to review the information for a Library Clerk.

1. Go to National Occupational Classification

2. Under Search by job title, select the most version of the NOC and enter the job title Library Clerk.
3. Select 14300 - Library assistance and clerks
4. This will take you to the list of duties, other job titles, employment requirements, education requirements etc.

Activity 2: Use the NOC to look at a job you have held.

WHAT DO YOU THINK?

Have you read your own job description? If so, does it match the duties you perform? Does it list job specifications?

After reading this chapter of your textbook what would you look for in a job description in the future?

Job Design Evolution

Over the last several years we have seen a notable change to the way we now design jobs, from work simplification to complete job redesign. One of the
things that was realized is that while job enlargement or rotation were good improvements and made jobs more interesting or challenging, what we really
needed to do was enrich the job experience. To do that we needed to include empowerment and motivation. Organizations need to determine what
motivates and demotivates employees in their jobs and create jobs designed to provide the most satisfaction while meeting the organization's needs. The
influence of Frederick Herzberg's Motivators and Hygiene Factors has impacted how many companies do that today.

Motivating Your Team Using Herzberg's Motivators and Hygiene Factors

Copy link

Watch on

MindToolsVideos. (2018, July 16). Motivating Your Team Using Herzberg's Motivators and Hygiene Factors. [Video]. YouTube. https://www.youtube.com/watch?v=jnIuBktpwaM

TEST YOUR UNDERSTANDING

What are two by-products of good job analysis?

Write your answer here and click "Show feedback" to continue.

Note: Your response will not be saved. You are encouraged to record your response elsewhere if you wish to revisit it later in the course.

Show feedback

Some Things to Note

As stated earlier, job descriptions are not required, however, having an accurate job description and job specifications can be useful in court cases to clarify
potential areas of contention in employment situations including disciplinary actions or terminations. The reason is because the job description provides:

A list of expected duties and responsibilities

A level of proficiency required for the duties and responsibilities of the job
The qualifications required to perform duties and responsibilities
The criteria for hiring by stating the required knowledge, skills, and abilities (KSAs) required for the essential duties of the job.
The criteria required for an employee to perform their job. If one or more of the essential duties of a job cannot be performed because of reasons
related to a prohibited ground, such as a physical disability or religion, reasonable accommodation to the point of undue hardship is required.

 Back to top
University of Waterloo