Steps in job analysis


Wooden blocks success image


Job analysis is the process of determining the duties and skill requirements of a job and the kind
of person who should be hired for the particular job role. In the job analysis process information
related to various aspects of the job are gathered. The main objectives of conducting job analysis
are to prepare a job description and job specification which in turn helps to hire the right quality
of workforce into the organization in an effective and efficient manner (Significance Or
Importance Of Human Resource Planning | Accounting-Management, 2013). In the job analysis
procedure collection and analysis of the information associated with job description and
specifications is taken place with the following steps.


Information Collection is the first step of job analysis process and the required information
related to various aspects of jobs are collected in a systematic manner. Identifying the objectives
of the job analysis is the key step to be taken place under this process. Different methods like
interviewing, observations, delivering questionnaires, critical incidents are carried out for the
data collection process. Preparation of plans and programs and assignment of responsibilities to
the concerned persons are taken place for obtaining desired results at the end of the information
collection process.


The second step of job analysis process is reviewing background information where the
previously collected information is reviewed in order to design organizational charts, current
position descriptions and specifications, procedures, manuals and process charts for detailed
assessment of the job.


Selection of representative position to be analyzed is taken place in the third step. A
representative sample of job is selected for the purpose of detailed analysis due to the complexity
associated with the analysis of all the jobs at a particular time which incurred lot of costs. The
job analyst investigates who are the particular persons required a job analysis (eg: managers,
CEO) in the organization and also determines the purpose of the job analysis to be taken place.


The fourth step is analysis of job by collecting data and the job analyst obtains the data and
information related to the selected jobs under this process. The information is collected on the
job activities, required behaviors of the employee, working conditions, human traits and
qualities, abilities to perform the job and other various dimensions of the job. Data can be
collected either through questionnaire, observation or interviews.


In the fifth step of job analysis development of the job description is taken place by using the
information collected. Job description is the written statement which describes the prominent
characteristics of the job along with duties, location, and degree of risk involved in each job.


Developing the job specification is the final step of job analysis process under which a detailed
specification statement is prepared showing the minimum requirement of each job. Job
specification consists of requirements of the job holder for successfully performing the particular job role. It summarizes the personal qualities, traits, skills, knowledge, and background required
to perform the specific job task. Job specification consists of the physical and psychological
attributes of the incumbent.(pearsonitcertification.com, 2005).


References
pearsonitcertification.com, 2005. pearsonitcertification.com. [Online]
Available at: https://www.pearsonitcertification.com/articles/article.aspx?p=437082&seqNum=6
[Accessed 10 04 2022].

Comments

  1. Achinda GamageApril 22, 2022 at 7:31 PM

    Even though the process can be segregate under six sub topics as above , the person or the group who are doing or involving this ( analyst) should have great knowledge of all theoretical, operational and analytical side of the said company or organization. Only that they can design a clear cut position requirement.

    ReplyDelete
    Replies
    1. AMILA ATHUGALAApril 23, 2022 at 11:31 AM

      Basically we segregate these topic for educational needs, but in practically this is a one process.As you said HR managers should have clear idea about what need their organizations.

      Delete
  2. sisirachandrasiriApril 23, 2022 at 1:21 AM

    Business organizations can use job analysis data to gather objectives after collecting job analysis data and information, and two main documents can be prepared using job analysis data and information in 1.job description 2 .Job Description The organization has prepared job descriptions and specifications It is very important for this organization to be able to update job descriptions and job specifications that have used new job analysis data and information.

    ReplyDelete

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