Human Resources Strategic Projects-Teacher/Student Resources

12.5. Job Analysis Strategy


A job analysis covers a thorough examination of the characteristics needed for the position, as well as the responsibilities of each employee. Human Resources conducted a comprehensive analysis of the job and a study of the sort of individual needed to carry out the job. A job analysis can assist the employer in determining the job applicants who have the greatest chance of succeeding as high achievers (Outmatch, n.d.).

Key Stakeholders

A qualified job analyst or consultant may carry out the analysis of jobs on behalf of the company or through the HR representative from the Human Resources division (HR Guide, n.d.).

Business Case

Job analysis is the process of objectively defining the requirements of a job so that the best candidate for the job is identified and hired. It involves determining the position’s worth by evaluating the salary requirements, benefits, and working conditions. The importance of a job analysis strategy to an organization is the ability to analyze the job to better understand the work required of each job and improve the job. Job analysis is an integral part of the job evaluation process; without it, it is difficult to determine whether an employee is meeting expectations, underperforming, or demonstrating poor job performance (Strah, Rupp, & Morris, 2022).

The job analysis strategy is important because a thorough job analysis as it is a critical first step in designing an effective job that maximizes the employee’s productivity and satisfaction. A job analysis involves critiquing the job, identifying the tasks required, listing the required knowledge and skills, and describing what the job entails. It is a multi-stage process that begins by determining what the job entails and then moves on to a job analysis checklist to verify the specifications and identify skills and abilities needed to perform the job successfully, assess the abilities of the applicant, and finally create the job specifications (Okolie, 2018).

Project Description

As a result of this information, forecasting future human resource needs, job modifications, job evaluations, determining proper compensation, and preparing job descriptions is facilitated (Dalvi, n.d.).

It plays an important role in manpower management programs. Nearly every phase of employee relations can benefit from the information provided by Job Analysis (Dalvi, n.d.).

The phases include Manpower Planning, Recruitment, Wage & Salary Administration, Job Reengineering (Industrial & Human), Employee Training, Performance Appraisals, and Health & Safety.


As a human resource tool, job analysis helps employees comprehend their assigned duties and responsibilities concerning their skills. When doing job analysis, it is important to understand the job hierarchy. The hierarchy helps to organize the information gathered. This ensures that the most important information is first and the least important information follows. The primary resource for job analysis is the availability of information gathered through checklists, interviews, observations, or questionnaires. The presence of qualified personnel to carry out the analysis is also a significant resource for the completion of the project (HR Guide, n.d.).


  1. Systematic plan
  2. Team hired
  3. Assessment
  4. Identify new roles and gaps
  5. Job Descriptions/Specifications
  6. Evaluate

Action Plan

  1. Establish the rationale for the job analysis.
  2. Examine the history of the organization.
  3. Identify the need for job analysis and develop a systematic plan for recruiting employees.
  4. Hire and develop a team capable of achieving aggressive business goals.
  5. Competency assessment for all candidates.
  6. Discuss the new job roles and identify any gaps that can be addressed.
  7. Develop job descriptions and specifications.
  8. Evaluate the performance of employees and perform their appraisal/promotions accordingly based on job analysis.

Class of 2022 Contributions: Suraksha Thapa, Manisha Bhandari, Kirandeep Kaur, Sabhya Kaushal