BASIC UNDERSTANDING OF JOB ANALYSIS
Figure 1 (Fine and Cronshaw, 1999)
A thorough research, study, and
documentation of a specific job's responsibilities, duties, skills,
accountabilities, work environment, and ability needs is known as a job analysis.
It also entails assessing the relative relevance of a job's obligations,
responsibilities, and physical and emotional abilities. All of these elements
define what a work requires and what an employee must possess in order to do a
job well. (Harvey R.J, 1991)
Purpose
of job analysis
-Recruitment and selection:
Job analysis aids in defining the
type of individual necessary to carry out a specific task. It specifies the
educational requirements, work experience, and technical, physical, emotional, and
personal skills needed to complete a task.
-Performance Analysis:
A job analysis is performed to
determine whether or not an employment's goals and objectives have been
reached.
-Training and Development:
Employees' training and
development needs can be assessed through job analysis.
-Compensation Management:
Job analysis is crucial in
determining employee compensation packages, extra perks and bonuses, as well as
fixed and variable incentives.
-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, and reviewing, as well as the reduction and addition of
extra duties in a certain job.
Job
Analysis Process
-identification of job analysis purpose: Determine its need and desired
output
-Who will conduct Job Analysis e.g.:- Own HR department, External
Consultants
-How to conduct the process: Deciding the way in which job process needs to be
conducted
-Strategic decision making: deciding the employee involvement and levels of data
collected and recorded
-Training and job analyst: train the job analyst to how
to conduct the process
- Preparation of Job analysis Process: Communicating it within the organization
in the next step. The stage involves preparation of documents, questionnaires,
interviews and feedback forms.
-Data Collection: collect job-related information such as employee educational
qualifications, job-related skills and abilities, working conditions, job
activities, reporting hierarchy, required human qualities, job activities,
duties, and responsibilities.
-Documentation, Verification and Review: To validate the legitimacy of
obtained data and then review it, proper documentation is completed.
-Developing job
Description and job specification: The roles, actions, duties, and responsibilities of the work are
described in the job description, whereas the job specification is a summary of
the educational qualifications, experience, personal attributes, and abilities
required to execute the job.(Levine E.L
, 1983)
Job
Analysis Methods
-Observation Method
-Interview Method
-Questionnaire Method
Job
Analysis Tools
-O net model
-FJA model
-PAQ Model
-F-JAS model
-Competency Model
-Job Scan
Problems
with Job Analysis
-Lack of Management support
-Lack of Co-operation from Employees
-Inability to identify the need of job analysis
-Biasness of Job analyst
Using Single Data Source
Advantages
of Job analysis
-Provides first hand job-related information
-Helps in creating Right job employee fit
-Helps in Establishing Effective Hiring Practices
-Helps in Establishing Effective Hiring Practices
Disadvantages
of Job analysis
-Time Consuming
-Involves Personal Biasness
-Sources of Date extremely small
-involves lots of Human Efforts
-Mental abilities cannot be Directly Observed
Conclusion
Job analysis provide the better understanding of the job
and it can be able to identify the problems and ability to rectify it and make
a better employee to the organization.
References
Harvey,
R.J., 1991. Job analysis.
Fine,
S.A. and Cronshaw, S.F., 1999. Functional job analysis: A foundation
for human resources management. Psychology Press.
Levine,
E.L., Ash, R.A., Hall, H. and Sistrunk, F., 1983. Evaluation of job analysis
methods by experienced job analysts. Academy of management journal, 26(2),
pp.339-348.
Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. Under NU Values the decision-making in this area is shared by units and Human Resources. Thanks to share.
ReplyDeleteJob analysis is the methodical compilation and study of work data in order to define and characterise each occupation in such a manner as to distinguish it from all others."
ReplyDeleteAs explain by this blog job analysis provide clear understanding about certain job role ,requirements and limitations,Fundamental of HR keep right person at right place ,job analysis is very important, Thank you.
ReplyDeleteJob analysis defines the organization of jobs within a job family. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation.Good article. Keep it up.
ReplyDeleteThe job analysis describes in detail the various aspects of a job like the tasks involved, the responsibilities of the job and the deliverables. It also describes the setting and work environment of the job. Job descriptions are used in recruitment, training, performance appraisal and wage and salary administration.
ReplyDeleteIt's a very good blog for learning about job analysis.
In today's workplace, we need to broaden the definition of a job analysis. Expectations, objectives, skills and competences, and onboarding expectations are now included .Major part In HRM. In your article you have briefly mention important points. good one
ReplyDeleteEvery organization does have an analysis of jobs, cadre, required personnel information etc and when recruiting HR experts stand on this process and do the needful. But sometimes, due to various off hand decisions taken by Organization heads and with the recommendation of other influential entities, unnecessary recruitment also being taken place harming the smooth run of the organization.
ReplyDeleteJob analysis provide the better understanding of the job and it can be able to identify the problems and ability to rectify it and make a better employee to the organization.Good article. Thanks to share
ReplyDeleteJob analysis is overall idea of a job designing. It will be advantageous to recruit, train, evaluate and compensate employees.
ReplyDelete