As firms develop and roles alter, human resource managers may find themselves in the position of conducting a job analysis to analyse responsibilities and expectations.
In job analysis, employees can explain the skill sets or tasks that are required to perform the duties of the position.
A job analysis can aid in the revision of responsibilities, the improvement of current techniques, and, in some cases, the adjustment of remuneration. What is a job analysis and why is it vital will be discussed in detail in this article.
What is a job analysis?
Job analysis is the process of identifying the tasks, responsibilities, and qualifications needed to perform a job.
To perform a job analysis, you need to identify the job’s duties, identify the skills and abilities required to do the job, and determine the tools and equipment needed to do the job.
The purpose of job analysis is to determine the requirements for a specific job.
The process of job analysis begins with the collection and organisation of data about the job.
This data includes observations from the person doing the job, as well as data from other sources.
The next step in the process of job analysis is to compare the requirements of the job to the skills and experience of the worker available to perform the job.
Job analysis helps the organisation better understand the tasks that need to be performed by each job and the requirements that must be met by each worker in order to do the job.
It also helps the organisation better understand the skills that are required for each job and the training that is needed to teach those skills to new employees who want to do the job.
Finally, it also helps the organisation better understand the weaknesses of the current job descriptions, and the strengths of a new job description that is being considered for the organisation.
Job analysis can be considered the core of nearly all human resource management tasks required for successful operations.
Job analysis involves gathering work-related data for the job as it exists.
The technique entails doing a systematic study of jobs by following many predetermined stages that are outlined ahead of time.
A job analysis is discovering what actions a function or position does and what skills are required.
A job analysis can also determine the conditions under which the individual performs the work and how that function may affect other roles in the organisation.
Job analysis gathers information on all aspects of a job and then analyses it to develop a new set of criteria for that job.
A job analysis looks at the role or position as a whole rather than the employee or their performance.
It is a comprehensive examination of the role used to get a new understanding and perspective on the position to improve processes.
Job analysis aids in the development of sound human resource policies and practices.
It’s the method for establishing a job’s responsibilities and skill requirements and the type of person who should be hired for it.
This is typically accomplished by creating a set of questions to assess the necessary competencies for the job.
Human resources personnel, in most situations, conduct job analysis and submit the results to HR and department managers, who subsequently make the necessary changes.
HR representatives can provide a more objective assessment because they are not in the same department as the position they are reviewing.
Job analysis and job evaluation are commonly mistaken, although they are not the same thing. This toolkit does not cover job evaluation.
Uses job analysis data
λ Job descriptions and specifications
HR uses the job analysis results to create a job description and specifications.
The job description and specifications are generally merged but compartmentalised to be updated independently as required.
λ Compensation decisions
Job analysis has two significant applications: It defines job content parallels and contrasts and the internal equity and relative merit of similar tasks.
If the content of the jobs is equal, the remuneration will most likely be comparable.
If, on the other hand, work content differs noticeably, those variances, along with market prices, will become part of the justification for paying for various tasks.
λ Selection assessments
Because they focus directly on assessing how well job candidates can perform important work activities, HR employs job-oriented or task-based job analysis data to produce pre-employment assessments.
Information from job analyses can also be utilised to choose or construct employment tests that measure the most important tasks or KSAs.
Work samples that imitate job activities are used in some exams, and candidates must demonstrate that they can complete these tasks well.
Depending on the work’s requirements, other assessment methods focus on assessing KSAs required to accomplish job activities efficiently, such as varied mental talents, physical abilities, or personality traits.
Other uses for the data include:
λ Workforce planning.
λ Performance management.
λ Recruitment and selection.
λ Career and succession planning.
λ Training and development.
λ Compensation administration.
λ Health, safety, and security.
λ Employee/labor relations.
λ Risk management.
Job Analysis Information Collection
Job analysis entails gathering data on the features of a job. The following factors aid in the classification of jobs:
λ KSAs (knowledge, skills, and abilities) are required.
λ Workplace activities and habits.
λ Collaboration with others (internal and external).
λ Performance benchmarks.
λ Budgeting and financial impact
λ The machines and equipment that were utilised.
λ Conditions of employment.
λ Supervision given and received.
Grouping jobs with similar functions, if an employer hasn’t previously done so, aids in the job analysis process by defining the job families, job duties, and tasks of related work.
Consider the following scenario:
Job family. A collection of occupations that are connected and have broadly similar content.
Job. A collection of tasks, duties, and responsibilities makes up an individual’s overall work assignment.
Task. A detailed description of a person’s performance, with related tasks organised into a task dimension (i.e., a classification system).
For example, a technical service job family could be identified as follows:
Job family. Technical Support.
Job. Technical service representative.
Task. Provides telephone technical help to consumers.
What is the Process of Job Analysis?
For a detailed step-by-step approach to job analysis, please refer to the link below of an article of ours that deals comprehensively with it:
Job Analysis Methods
For detailed approaches to job analysis, please refer to the link below of an article of ours that deals comprehensively with it:
The importance of Job Analysis
Because job analysis provides a deeper understanding of the requirements of the job, it plays a vital role in defense of employment practices.
The following are the primary importance and uses of job analysis:
HR Planning
When it comes to human resource planning, job analysis is instrumental.
The job analysis determines the type of job, the qualifications required, and the amount of time an average individual can spend on the job in a day.
It is the foundation for anticipating a company’s human resource demand and supply. It’s also required for its HR inventory and information system.
Recruitment and Selection
Job analysis aids in defining the individual necessary to carry out a specific task.
It specifies the educational requirements, amount of experience, and technical, physical, emotional, and personal skills needed to complete a job satisfactorily.
The goal is to match the appropriate individual to the correct position.
Training and Development
Employees’ training and development needs can be assessed through job analysis. It also aids in selecting training content, tools, and equipment to be utilised during training and training methodologies.
The amount of training that has to be given to employees is determined by the difference between the expected and actual production.
Compensation Management
Of course, job analysis is crucial in determining employee compensation packages, extra perks, and bonuses, and fixed and variable incentives.
After all, the salary package is determined by the position, work title, and job duties and obligations. The approach assists HR managers in determining an employee’s worth for a specific job position.
Performance Appraisal
The actual work done by the employees is compared to the stated standards to assess their performance.
Position analysis aids in the evaluation of employee performance by establishing specific performance standards for each job.
It compares the actual performance of each employee to the predetermined standards.
Information of Duties
Through a job description statement, job analysis gives vital information about an incumbent’s duties and responsibilities. It also specifies the job’s content and skill requirements.
Health and Safety
Certain harmful environmental and operational circumstances and personal habits are uncovered during work analysis, which may lead to safety changes.
It aids in identifying dangerous environments and the implementation of corrective steps to ensure proper safety and avoid unhealthy circumstances.
Job Designing and Redesigning
The fundamental goal of job analysis is to streamline human efforts and produce the best results possible.
It aids in the design, redesigning, enriching, reviewing, and reducing and adding extra duties in a particular job.
This is done to improve employee satisfaction while simultaneously enhancing human production.
Conclusion
One of the most crucial duties of an HR manager or department is job analysis. This aids in placing the right talent in the right place at the right time.
A job analysis can assist a corporation in updating critical processes and data, such as wage information depending on duties.
A job analysis can also assist management in comprehending the responsibilities of each position that reports to them.
Additional responsibilities may have been added to a position that did not exist previously in the firm as roles and technologies evolve.
A job analysis can aid in the equitable distribution of responsibilities among departments and the adjustment of compensation, if necessary.
Milton Jack is a Business Consultant at Industrial Psychology Consultants (Pvt) Ltd, a business management and human resources consulting firm.
LinkedIn: linkedin.com/in/milton-jack-9798b966
Phone: +263 242 481946-48/481950
Mobile: +263 774 730 913
Email: milton@ipcconsultants.com
Main Website: www.ipcconsultants.com
