Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.

The purpose of Job Analysis is to establish and document the ‘job relatedness‘ of employment procedures such as training, selection, compensation, and performance appraisal.

Determining Training Needs
Job Analysis can be used in training/”needs assessment” to identify or develop:

• training content
• assessment tests to measure effectiveness of training
• equipment to be used in delivering the training
• methods of training (i.e., small group, computer-based, video, classroom…)

Compensation
Job Analysis can be used in compensation to identify or determine:

• skill levels
• compensable job factors
• responsibilities (e.g., fiscal; supervisory)
• required level of education (indirectly related to salary level)

Selection Procedures
Job Analysis can be used in selection procedures to identify or develop:

• job duties that should be included in advertisements of vacant positions;
• appropriate salary level for the position to help determine what salary should be offered to a candidate;
• minimum requirements (education and/or experience) for screening applicants;
• interview questions
• orientation materials for applicants/new hires

Performance Review
Job Analysis can be used in performance review to identify or develop:

• goals and objectives
• performance standards
• evaluation criteria
• duties to be evaluated

Methods of Job Analysis

A typical method of Job Analysis would be to give the incumbent a simple questionnaire to identify job duties, responsibilities, equipment used, work relationships, and work environment. The completed questionnaire would then be used to assist the job analyst who would then conduct an interview of the incumbent(s). A draft of the identified job duties, responsibilities, equipment, relationships, and work environment would be reviewed with the supervisor for accuracy. The Job Analyst would then prepare a job description and/or job specifications.

The method that you may use in Job Analysis will depend on practical concerns such as type of job, number of jobs, number of incumbents, and location of jobs.

What Aspects of a Job Are Analyzed?

Job Analysis should collect information on the following areas:

• Duties and Tasks
• Environment
• Tools and Equipment
• Relationships
• Requirements

For more information, visit: http://www.job-analysis.net/G000.htm