Job Analysis and Its Methods

Job Analysis Information

• Job analysis is a systematic study of a job to identify its specifications and skill requirements.
• It's used in HR for various purposes, including wage setting, recruitment, training, performance management, job redesign, planning, and onboarding.

Steps in Conducting Job Analysis

Phase 1: Preparation

• Familiarize with the organization's goals, structure, and strategy.
• Identify HR functions requiring job analysis.
• Choose critical or frequently changing jobs for analysis.

Phase 2: Data Collection

• Gather data from human sources (employees, supervisors) and non-human sources (manuals, charts).
• Identify data required for the intended use, such as; Job Identification, Duties, Responsibilities, Human Characteristics, Working Conditions, Performance standards

Methods for Job Analysis

• Interviews
• Questionnaires
• Focus groups
• Observation
• Employee logs
• Combination of methods

Phase 3: Using Job Analysis Information

Job Description

• Includes job identity (title, location, NOC code).
• Provides a summary of the job's purpose and scope, including key tasks (duties and responsibilities) and working conditions (environment, hours, safety).
• Requires approvals from supervisors and employees.

Job Specification

• Outlines required Knowledge, Skills, Abilities, and Other Attributes (KSAOs).
• Includes education, experience, and certifications.
• May also include physical and mental demands.

Job Performance Standards

• Defines the criteria for measuring employee performance; often derived from job analysis.
• Sets objectives or targets for effort with measurable criteria.
• Aligns standards with organizational goals.
• Benefits include motivating employees and enabling accurate performance appraisals.

Competencies and Competency Models

• Defines a competency as a combination of knowledge, skills, abilities, and behaviors essential for success.
• Competency models outline these requirements for specific roles or the entire organization.

Job Analysis in the Gig Economy

• Job descriptions need to be updated frequently to reflect the changing world of work (rapid change & evolving job roles).
• Future oriented and data driven approach to job analysis is crucial for the new economy.
• Job analysis remains essential for legal compliance in dynamic environments.

Applications

• Recruitment and selection
• Training and development
• Performance management
• Succession planning

Key Considerations in Job Design (in the modern economy)

• Organizational: Efficiency and workflow alignment.
• Ergonomic: Physical fit between the job and the worker.
• Employee-Centric: Autonomy, task identity, variety, feedback, task significance.
• Environmental: Workforce availability, societal expectations, and work practices.
• Job Rotation, Enlargement, Enrichment: To meet the needs of modern employees and increase worker motivation.

Practice Questions and Answers

• Provides examples of how to use job analysis information in HR.
• Presents questions and answers to illustrate job analysis components, steps, and uses.

This quiz explores the systematic study of job analysis, focusing on its purpose, steps, and methods. It covers the essential phases of preparation, data collection, and the different techniques used to gather job-related information. Perfect for HR professionals and students learning about job analysis.