What Is a Job Analysis?
A job analysis is a process that identifies and determines the responsibilities, duties, specific skills, and the work environment of a particular job. The job analysis example is needed to make judgements about the data collected on a job and essential to make job description.
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The Purpose of a Job Analysis
The main purpose of the job analysis is to develop and document the relevance of the job to the employment procedures such as conducting a training and seminars, selection of the right employees, giving compensation and benefits, and evaluating and assessing performance report of every employee.
How to Do a Job Analysis
There are certain activities that can help the organisation create a successful job analysis. The job analysis may include some of the following activities:
- Reviewing the actual job of the employees. The HR and management must have an idea of what the employees do every day to finish the task on a daily basis. The reason is that they do not know what are the day-to-day functions of every job in the organisation. They only see the output but the do not how they do it.
- Researching other similar jobs. Looking at the other company’s job description can help the organisation creates a better job description. This does not involve copying from others but rather help the organisation figure out the task and responsibilities that may be forgotten.
- Analyzing the work procedure and environment. The organisation may find jobs that are not optimized, tasks that are undone, or projects that must be escalated to other departments. It is important that the needs of the company, as well as the unassigned and irrelevant responsibility, must be properly evaluated while doing the job analysis. Then, work with the management to provide duties to the proper job analysis.
Advantages and Disadvantages of Job Analysis
- Job analysis provides the organization with important valuable information related to the job that helps the HR and management to identify and determines the duties and responsibility of a particular job.
- Helps the hiring management team to hire the best employee perfect for the job and makes them understand what type of employee is suitable for the position.
- Guides in evaluating the performance of the employees and create a better performance improvement plan for them.
- Job analysis also provides and conduct the appropriate training and development needs in order to enhance the job responsibilities of every employee.
- One of the major disadvantages of a job analysis is that it is time-consuming, especially if a particular job change frequently.
- The information in the job analysis that is collected from individual needs to be standardised due to the small samples size.
- If the job analyst is also an employee of the same organisation, the information may contain personal biases because he can just write whatever he wants. This results in an inaccurate and non-genuine data.
- There may be a possibility that the job analyst does not have enough knowledge to the job analysis or don’t have the skills to do it.