Job Analysis is huge task that involve in many different operations.
What is the job analysis process?
The job analysis process can define as identifying and determining in detail the specific job tasks and requirements and the importance of these responsibilities for a given job. It helps an organization assess which candidate is best for a particular job. In other words, job analysis uses to determine the actual job requirement of the organization and which worker is best for a specific job. Final outcome of this is a Job Specification.
In addition to that, job analysis focus on the job, not the person. Initial data for job analysis collect though various sources like questionnaires, interviews, and research.
Importance of Job Analysis
Job Analysis is vital for the preparation of the job specification and job description that will eventually hire the right person for a specific job.
Job Analysis plays a crucial role in recruitment and selection, job designing, job evaluation, deciding salary, and benefits packages. It will also help to train and develop needs, performance appraisal, and organizational productivity.
Job Analysis Process Steps
The job analysis process is very lengthy. It will consist of steps that start from the identification of a job to develop job specifications. Each level is very important to complete this process.
1. Organizational analysis / Observation
To begin with, we should determine the purpose. This will guide what type of data needs to gather for the analysis. A sufficient amount of data needs to collect within the organization by looking at organizational charts and history.
2. Select the Position
After the analysis, the representative position needs to be selected based on the above analysis.
3. Collect data for Job Analysis
In this step, need to collect data job-related data such as educational qualification, work experience, skills and abilities, and other skills.
4. Review Data
The collected data need to analyze before preparing the job analysis report. Then this information needs to verify by the worker performing on the job and their supervisors.
5. Prepare Job Description
Finalized information use to create the Job Description. JD is a document that includes the working conditions, responsibilities, risk and task required for effective job performance.
6. Prepare Job Specification
The last step is to create the Job Specification document. This document consists of skills, education, work experience and personality traits that need to perform the job.
The job analysis process is a complex work that often does by human resources team of any organization. The final outcome of this analysis is the Job Specification document which use to hire the right person for a specific job.