Steps of Job Analysis

Steps of Job Analysis

Job analysis is a process to establish and document the “job relatedness” of employment procedures such as training, selection, compensation, and performance appraisal. It is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.

Steps of Job analysis: Steps of job analysis can be classified into six types. These are as follows –

  1. Determining the purpose:

The first decision human resource managers typically make is the purpose of conducting a job analysis. Has the company been experiencing rapid growth or downsizing and, thus, found the need to add to, delete from, or change the current job in any, why? Has a manager taken place? Are employee salaries equitable?

  1. Identify the jobs:

The second task managers typically undertake is deciding which jobs to be analyzed. If a formal job analysis has never been performed, then this task is easy to analyze all of the lobs.

  1. Explain the process:

The purpose of conducting a job analysis should not be kept form the employees and managers. They should be informed of who will be conducting the analysis, why the lob analysis is needed, whom to contact if they have questions or concerns, the schedule or timetable of events, and their role in the job analysis.

  1. Determine data collection method and collect tub analysis information:

The fourth step consists of actually collecting job analysis information. Managers must decide which method or combination of methods will be used and how to collect the information. Once this has been determined managers must make sure that the information collected is complete.

  1. Process the information:

Once the job analysis information has been collected, it is important to place it into a form that will be useful to managers and human resource departments.

  1. Review and update frequency:

The final step is actually an ongoing phenomenon. Given that organizations are dynamic, job seldom goes unchanged for very long. Managers and personnel specialists need to review job descriptions.