2.2 Job Analysis
Job analysis is a formal system developed to determine which tasks people perform. The purpose is to ensure the right fit between the job and the employee and to determine how employee performance will be assessed. A significant part of the job analysis includes research, which may mean reviewing the job responsibilities of current employees, researching job descriptions for similar jobs with competitors, and analyzing any new responsibilities needed by the person in the position.
Data needs to be gathered and analyzed to start a job analysis, keeping Hackman and Oldham’s model in mind. Figure 2.2.1 shows the process of writing a job analysis.
Figure 2.2.1 – Process for writing the job analysis.
| Select Jobs to Study | ||
|---|---|---|
| Determine Information Needed | Tasks Duties/Responsibilities Standards Knowledge Skills Abilities Other characteristics |
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| Identify Sources of Data | People References Job Incumbents Supervisors/managers Subject matter experts (SME) Job analyst |
Documents Previous job analysis reports Union regulations Organization chart NOC or O’NET Existing job descriptions & specifications Training manuals and materials Internet |
| Determine Methods of Data Collection | Observations Questionnaires Interviews Work diary or log |
|
| Evaluate and Verify Data | The organization must produce evidence of the reliability and validity of each step in the job analysis process. | |
| Use Data to Begin the Process of Writing the Analysis, then the Job Description. | ||
| Job Description | Tasks Duties Responsibilities |
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| Job Specification | Knowledge Skills Abilities Other characteristics Physical Demands Work environment |
|
The information gathered from the job analysis is used to develop the job description and the specifications of the job (person). A job description is a list of tasks, duties, and responsibilities. On the other hand, job specifications discuss the skills and abilities the person must have to perform the job. The two are tied together, as job descriptions are usually written to include job specifications.
First, a job analysis must be performed. Based on that data, we can successfully write the job description and specifications. Think of the analysis as “everything an employee is required and expected to do.”
“The Recruitment Process” from Introduction to Human Resource Management – First Canadian Edition by Zelda Craig and College of New Caledonia is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.—Modifications: Used first three paragraphs and figure of section Job analysis and job description, edited; Added Table 2.2.1.
