Job analysis

Job Analysis: Definition

  • Job analysis is a systemic process conducted by organisations to understand a job’s requirements and the necessary skill set needed for a candidate to successfully perform that job.
  • This can be considered the first step in the recruitment process as it helps define the job role accurately.

Purpose of Job Analysis

  • It enables proper understanding of the job duties and responsibilities associated with a position.
  • It’s used to set pay grades and salary ranges based on the job responsibilities and requirements.
  • It is crucial for aligning organisational strategies and objectives with the skills, knowledge, and abilities required for a job.

Process of Job Analysis

  • It includes defining the job content (tasks to be done), the job requirements (skills needed), and job context (where and how the tasks are to be performed).
  • Involves collecting data about job roles and responsibilities which can be done via interviews, questionnaires, or observations.

Types of Job Analysis

  • Functional Job Analysis: This type focuses on the tasks and responsibilities that constitute a job. It studies the amount of supervision required and the complexity of tasks involved.
  • Position Analysis Questionnaire: This is a structured job analysis questionnaire consisting of 194 tasks that need rating in terms of their importance to a certain job.

Importance of Job Analysis in Recruitment

  • Helps define the recruitment strategy, including where to source candidates, what qualifications to look for, and how to screen applications.
  • Affects the selection process as it identifies the key competencies, skills, and knowledge that candidates must possess.
  • Enhances the success of on-boarding and training as it lays out what the job entails and what proficiency levels are needed.
  • It also forms a basis for performance management by setting clear expectations for job holders.

Key Points to Remember

  • The quality of job analysis directly impacts the quality of recruitment and selection.
  • Job analysis should be exhaustive, covering both major and minor aspects of the job.
  • Job analysis is not a one-time process, it has to be updated regularly to account for changes in job roles and organisational structure.