"The process of job analysis involves the analyst gathering information about the duties of the incumbent, the nature and conditions of the work, and some basic qualifications."
The process of studying and gathering information about a job to identify its essential duties, tasks, and responsibilities.
Introduction to Job Analysis: This topic gives an overview of what job analysis is, its importance, and how it is used in the human resource management of organizations.
Methods of Job Analysis: This topic details the different methods that are commonly used in job analysis, including interviews, observations, and questionnaires.
Job Descriptions: This topic explains the importance of job descriptions and how they are created through job analysis.
Job Specifications: This topic explains the significance of job specifications and how they are developed.
Job Evaluation: This topic provides an understanding of how job evaluation is conducted and why it is necessary.
Workforce Planning: This topic highlights the importance of understanding job analysis in workforce planning.
Recruitment and Selection: This topic provides an understanding of how job analysis influences recruitment and selection procedures.
Performance Management: This topic details how job analysis is an essential component of performance management systems.
Training and Development: This topic explains how job analysis is used to identify training needs and the development of job-related training courses.
Compensation and Benefits: This topic details how job analysis influences compensation and benefits decisions.
Occupational Health and Safety: This topic highlights how job analysis is used under health and safety regulations.
Legal Issues: This topic covers legal issues related to job analysis, including job discrimination and Equal Employment Opportunity compliance.
Globalization and Cultural Diversity: This topic explores how job analysis is used in the management of a diverse and rapidly changing workforce.
Emerging Trends: This topic discusses the latest trends shaping job analysis and its importance in modern HR management practices.
Task Oriented Job Analysis: This type of job analysis focuses on the tasks, activities or duties that are required for a particular job. The focus is on the job-related activities that the employee performs.
Worker-Oriented Job Analysis: In worker-oriented analysis, the focus is on the knowledge, skills and abilities that are required for a particular job. This type of analysis typically involves examining the personal attributes of an employee to determine if they are well suited for the job.
Hybrid Job Analysis: This type of analysis combines both task and worker-oriented approaches to identify both the tasks and the skills required for a particular job.
Functional Job Analysis: This type of analysis is based on a basic framework that identifies key tasks in a job and then uses data to determine the knowledge, skills, and abilities needed for each task.
Critical Incident Technique Job Analysis: With this approach, the analyst reviews actual work experiences and determines key incidents that are either very effective or very ineffective. This approach focuses on what the employee actually does to accomplish their job.
Competency Based Job Analysis: This approach focuses on the competencies that an employee must show to perform their job effectively. Competencies are defined as high quality, underlying characteristics that are considered essential to the successful performance of a job.
Job Element Method: This approach involves breaking down a job into smaller parts, or elements, and analyzing each element in detail to determine the necessary skills and knowledge.
Observational Job Analysis: This type of analysis involves observing an employee doing their job and noting the skills and knowledge necessary to perform the job effectively.
Job Classification: With this approach, a job is classified based on a standard system of jobs. This is useful for comparing jobs across industries and organizations.
Position Analysis: This approach involves defining the job in terms of its purpose, scope, duties, and responsibilities, and then determining the skills and knowledge necessary to perform these tasks effectively.
"Job analysis provides information to organizations that helps them determine which employees are best fit for specific jobs."
"After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job."
"The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations."
"Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analysis."
"Job analysis is crucial for helping individuals develop their careers."
"Job analysis is crucial for helping organizations develop their employees in order to maximize talent."
"The outcomes of job analysis are key influences in designing learning, developing performance interventions, and improving processes."
"The application of job analysis techniques makes the implicit assumption that information about a job as it presently exists may be used to develop programs to recruit, select, train, and appraise people for the job as it will exist in the future."
"Job analysts are typically industrial-organizational (I-O) psychologists or human resource officers."
"One of the first I-O psychologists to introduce job analysis was Morris Viteles."
"In 1922, he used job analysis in order to select employees for a trolley car company."
"Job analysis was also conceptualized by two of the founders of I-O psychology, Frederick Winslow Taylor and Lillian Moller Gilbreth."
"Since then, experts have presented many different systems to accomplish job analysis that have become increasingly detailed over the decades."
"However, evidence shows that the root purpose of job analysis, understanding the behavioral requirements of work, has not changed in over 85 years."