What is Job Analysis ?

Job analysis is a process of collecting and analyzing information about a job, which includes the tasks and responsibilities involved, the necessary skills and knowledge, the equipment and tools used, the working conditions, and other relevant information. The purpose of job analysis is to identify the job requirements, to understand the work performed, and to determine the best way to recruit, train, and evaluate employees.

Job analysis is a critical part of human resource management, as it provides the foundation for various HR functions such as job design, recruitment, selection, performance appraisal, training and development, compensation, and employee relations. It is essential to conduct job analysis to ensure that jobs are designed to meet the needs of the organization, and to enable employees to perform their duties effectively.

There are two main methods for conducting job analysis: the task-oriented approach and the worker-oriented approach. The task-oriented approach focuses on the duties, responsibilities, and tasks that are required to perform a job. This method involves observing and documenting the tasks and duties of the job, identifying the skills and knowledge required to perform them, and determining the equipment and tools necessary for the job.

The worker-oriented approach, on the other hand, focuses on the characteristics of the worker who performs the job. This method involves collecting information about the worker’s personality traits, interests, skills, and abilities. It also considers the physical and emotional demands of the job, the working conditions, and the work environment.

Job analysis can be conducted using various techniques, including observation, interviews, questionnaires, and critical incident techniques. Each technique has its strengths and weaknesses, and the choice of technique depends on the job being analyzed, the resources available, and the goals of the analysis.

Observation involves watching the job being performed and recording the tasks, tools, and equipment used. Interviews are conducted with incumbents, supervisors, and other subject matter experts to collect information about the job. Questionnaires can be distributed to incumbents and supervisors to gather information about the job’s duties and requirements. The critical incident technique involves collecting information about specific incidents that have occurred on the job, which can provide insight into the skills and knowledge required to perform the job effectively.