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HR Guide to the Internet:

Job Analysis: Overview

Job Analysis 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. Job Analysis is a process where judgements are made about data collected on a job.

The Job; not the person An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.

Purpose of Job Analysis

The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal.

Determining Training Needs 

Job Analysis can be used in training/"needs assessment" to identify or develop:

* training content

* assessment tests to measure effectiveness of training

* equipment to be used in delivering the training

* methods of training (i.e., small group, computer-based, video, classroom...)

Compensation 

Job Analysis can be used in compensation to identify or determine:

* skill levels

* compensable job factors

* work environment (e.g., hazards; attention; physical effort)

* responsibilities (e.g., fiscal; supervisory)

* required level of education (indirectly related to salary level)

Selection Procedures 

Job Analysis can be used in selection procedures to identify or develop:

* job duties that should be included in advertisements of vacant positions;

* appropriate salary level for the position to help determine what salary should be offered to a candidate;

* minimum requirements (education and/or experience) for screening applicants;

* interview questions;

* selection tests/instruments (e.g., written tests; oral tests; job simulations);

* applicant appraisal/evaluation...