What are the steps to conducting a successful job analysis?
Plan and then plan harder.
Outline your process, the resources you’ll need and time you intend to spend. This should include the steps you are going to follow, the people you will be interviewing, the tools you will use, the methods you will use, any resources you will need and the time frame for completion.
Start with the information you already have
Look for all internally available resources or research information such as job descriptions, job ads, employee training manuals, performance metrics, and any other HR documentations in place. Externally, you can look for data from industry experts, occupational studies, etc.
Choose a sample
Just like for any other research, even during a job analysis, you will need a sample to start with. So choose a few job holders you are going to involve in the research. Make sure they are similar - hold the same titles, have access to similar resources, and are evaluated for the same outcomes.
Do a structured interview (or use a questionnaire)
You can ask the job holders what helps them do their job well - experience from previous jobs, their college education, a specific certification, personal skills, any training they got on the job, a mentor, etc. They can maintain a log of what they do on an everyday basis and why they could do it.
Speak to the supervisors ( or use questionnaires)
A supervisor's input is very critical to show you how the job or the job holder’s performance affects the overarching mission of the organization. They can also tell you how the job holder’s performance affects other verticals inside or outside the department.
Talk to peers (or use questionnaires)
Talk to the job holder’s peers to understand how they perceive the role, how it influences them and others around them. You can also ask them to share their everyday observations of the job holder and the key skills and abilities they observe in the job holders due to which they finish their tasks.
Compile, mine, conclude and use
Once you have collected data using various methods, sort it and spend time on it to bring out meaningful insights - a realistic list of knowledge, skills and abilities required to do the job best. The next step is to use it - create job descriptions, plan the next training phase, creating pre-hire assessment tests, performance matrix and more.