Job analysis of a given job

What is job analysis?

Job analysis is a process whose main objective is to identify and determine the j requirements for a particular job posting. Also, it lists out duties and responsibilities of the person holding the post, and its relative importance for the given job. Also, it collects the necessary information for the job environment and the outcomes of a particular job. Job analysis is used to compile a job description, in which the job is described in detail. Hence, maximum information about the given job is required for the process.

Why job analysis?

Job analysis can perform many functions in a company. It is mainly done to show the relation of the company with the said job. Prospective candidates for the job can look up the job description made by job analysis and can match their skills for applying for the job (Breaugh, 2017). Moreover, job analysis can help the company find a suitable candidate for the position, and make sure that the candidate has the proper knowledge for the job. Job analysis is also used in employee training after their selection is over. Also, it can be used to evaluate a given job at hand and to find out the usefulness of the job. Some performance appraisals may also use job analysis for employee appraisals..

How to conduct a job analysis?

Job analysis can be done through multiple methods. Identifying the jobs that need to be analyzed is usually the first step in job analysis. After the job has been determined, proper steps must be identified to obtain the job data. Some of the methods might include searching the internet, asking existing employees in the same job profile, and searching the company websites for their requirements. The data collected by these needs to be further examined, and the job data should be summarized in an organized manner.

In accompany, job analysis can be conducted by a member of the human resource department (Morgeson et al., 2016). The analysis can also be done in coordination with an employee working in the same job profile for the company for proper and more detailed analysis. The immediate supervisor of the existing employee can also take part in the analysis and can provide details about the working requirements and ethics.

What are the methods used for job analysis?

There can be several methods by which a job can be analyzed. The most common method is observation and deduction, where the job duties require an inspection so that necessary conclusions can be drawn about job requirements. The job in question can be looked upon on the internet and company websites for comparisons (Sugiyama et al., 2019). Sample job descriptions matching the profile can be looked up on the internet and compared. Also, existing professionals can be interviewed, and their job roles can be understood with their help.

Conclusion:

Maximum information gathered will help in writing a good job description. This would help the company in decide salary and compensations for a given job while hiring. Also, it will help in evaluating jobs concerning a candidate’s qualifications and skills.

References:

Sugiyama, Y., Arai, T., Yang, T., Ogihara, T., & Goto, M. (2019). An Analytical Model of Relation between Browsing and Entry Activities on an Internet Portal Site for Job-hunting. Total Quality Science, 4(3), 109-118.

Breaugh, J. A. (2017). The contribution of job analysis to recruitment. The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention, 12-28.

Morgeson, F. P., Spitzmuller, M., Garza, A. S., & Campion, M. A. (2016). Pay attention! The liabilities of respondent experience and carelessness when making job analysis judgments. Journal of Management, 42(7), 1904-1