What is Job Analysis
The practice of systematically discovering, acquiring, and recording all facts and data about a job using various approaches is known as job analysis. It entails obtaining data on the knowledge, skills, and abilities (KSA) that a job holder must possess in order to do the job properly.
The term “knowledge” refers to how familiar the employee is with the task. The candidate’s ability to run the system/machine or use the tools can be defined as skills. The physical and mental traits required to complete the activities are defined by abilities.
Job analysis entails determining all of the functions and responsibilities of the job in question, as well as any preceding prerequisites and its relative importance to other jobs in the business. It is used as a guidance for writing job descriptions and specifications.
Job analysis aids in the placement of the right individual in the right position. To do so, the analyst must first define the activities involved, the tasks to be completed, the method by which tasks are completed, and the key traits possessed by the incumbent for efficient task completion.
Job Analysis Process
Choices of Strategy:
To begin, an organisation must make strategic decisions on job analysis. These options are linked to:
The level of involvement of an employee in the process.
- Information gathering sources
- When and how often is analysis performed?
- The level at which information is to be gathered.
- The past and future orientation.
The following step involves gathering data on three important topics:
Data to be collected includes: It concentrates on the most basic employment requirements.
Person in charge of data collection: He or she could be the job analyst, supervisor, or current employee.
Methods of data collection: An interview, checklists, questionnaires, diary method, observation, and other approaches can be used to collect data.
Once the information has been gathered, it is changed in such a way that it aids in work documentation.
The processed data will result in a job description for management and the incumbent. It includes information such as the job title, responsibilities, tasks, activities, scope of work, objectives, authority boundaries, and more.
The job description outlines all of the employee’s credentials, including physical, mental, emotional, and behavioural talents.
It emphasises the incumbent’s educational qualifications, experience, knowledge, skills, mental capacities, age, gender, aptitude, reasoning, and other attributes that enable him or her to do the job and related duties satisfactorily.
Human resource planning, recruiting and selection, induction, training, job evaluation, remuneration, performance appraisal, health and safety, promotion and transfer, career planning, and so on all benefit from the data acquired through job analysis.
An ideal job analysis considers all of the relevant factors, including tasks and responsibilities, work environment, superiors and subordinates, required KSAs, and so on.