Definition of Job Analysis:
Job Analysis is the process by which you analyse the tasks, responsibilities, working conditions, qualifications and skills required for a job. This will help determine the scope for HR activities such as training programs, recruitment, performance standards, employee reviews and assessments and so on. This will also help understand what employees are looking for to perform their best and further improve their job satisfaction.
Why should you do a Job Analysis?
Job Analysis is a treasure trove of information about a particular job. Once you gather data for a particular job, you can use it at various stages of the talent management process. Here are some benefits of job analysis:
- Identify the job duties and responsibilities.
- Identify the skills and talent required for good work.
- Identify the risks associated with the job.
- Identify the relative importance of the job with respect to other jobs.
- Set up the hiring strategy and decision-making model for the job.
- Design replacement strategies, onboarding and offboarding process.
- Design an accurate, unbiased job description.
- Identify the components required for the success of the job.
- Manage the training and career development plans.
- Handle performance reviews, appraisals, and promotions.
5 Steps to conduct Job Analysis effectively
- Identify the processes, people, timeline, and resources required for doing the job analysis efficiently.
- Collect all the data available on the job such as existing job descriptions, job posts and ads, training materials, performance metrics and so on. Cross reference with the job description from other companies.
- Identify sample job holders, talk to job holder’s supervisors and senior executives, and gather all details on demographics, expectations, qualifications, skills required for the job.
- Create a list of job competencies and skills required for the job’s success.
- Use the competencies list for candidate assessment, interviews and training of the new hire.