Purpose of a job analysis

Motivation for Job Analysis

The intent of a occupation analysis in human resources is to roll up information about a occupation by analysing the responsibilities, duties, undertakings and activities of the occupation. A occupation analysis should place the types of engineerings and equipment that are to be used on the occupation and point out the types of instruction and experience that are required for the occupation to be done successfully. This information is used to fix a occupation description, which states the specific responsibilities and duties of a individual in the occupation. Human resource directors besides use the occupation analysis informations to carry on other human resources activities, such as enlisting and choice, public presentation rating, and the design of preparation and calling development plans. To successfully be after for the hereafter, organisations working on a strategic program need to carry on a occupation analysis for their current places and possible hereafter places. This will assist them to find whether the needful abilities and makings can be found in their current employees, whether it would be good to set about extended preparation for current employees, or whether engaging new people is the best solution.

The involvement of occupation analysis stems from the foundations of human resources. To be successful in the profession the apprehension of occupation analysis is paramount to the industry. The ultimate intent is to better the public presentation of persons in the organisation. As bohlander says, the ultimate intent of occupation analysis is to better organisational public presentation and productiveness [ 1 ] . By carry oning a occupation analysis it will better the organisation and reference challenges in a manner that improves organisational effectivity. [ 2 ]

History of Job Analysis

Job analysis emerged as a direction tool around 1900 ‘s. It was used by directors to understand and direct companies. Analyzing Frederick W. Taylor theories and surveies, his major focal point was to analyze ways to bettering the efficiency of work, made analyzing the occupation one of his rules of scientific direction. From his thoughts emerged clip and gesture survey of occupations. Early organisation theoreticians were interested in how occupations fit into organisations ; they focused on the intent of the occupation. But this early involvement in occupation analysis disappeared as the human dealingss motion focused on other issues. It was non until the sixtiess that psychologists and other behavioural scientists rediscovered occupations as a focal point of survey in organisations. [ 3 ]

Definition of Job Analysis

A occupation analysis is a procedure to place and find in item the peculiar occupation responsibilities and demands and the comparative importance of these responsibilities for a given occupation. Job Analysis is a procedure where judgements are made about informations collected on a occupation. [ 4 ]

Job analysis importance and intent

Executing a occupation analysis is really of import, because it allows companies to entree their occupations and run into conformity with the legal model. It will supply employees with a legal proof of employment determinations. Define responsibilities and undertakings ( occupation description ) , place describing relationships, it is used to find comparative worth for occupations and identifies redundancy. [ 5 ]

Analysis of occupations in an organisation is a primary undertaking for puting a baseline that enables human resources professionals to efficaciously pull off job-related activities. Job analysis consists of two constituents: occupation description and occupation specification.

  • Job Description provinces occupation related inside informations such as responsibilities and duties, salary and inducements, working conditions and installations
  • Job Specification gives the related inside informations like makings and qualities required by occupation holders, experience and preparation required
  • Job Analysis is an efficient manner to garner utile information about a occupation, and its cost-effectiveness makes it low-cost for organisations

Any effort to use HR resources and endowment to the organisation occupations will be more effectual if those occupations are clearly specified in footings of their variables. An effectual preparation plan for a peculiar occupation can non be developed unless information about what the occupation entails is elucidated, for illustration. Details about the occupation content, systems, criterions, and demands can be used to take or develop a preparation plan that specifically meets the demands of the employees a occupation analysis is utile for many grounds. It can ease employee public presentation ratings and publicities by placing the degree of work the employee has been

The intent of Job Analysis is to set up and document the accomplishing good and stipulating the degree of work required for the new occupation. [ 6 ]

Why Perform a Job Analysis? ‘job relatedness ‘ of employment processs such as preparation, selection/recruitment, compensation, and public presentation assessment.

Determining Training Needs will let HR to put to death demands assessment by placing preparation content, accomplishments and preparation needed to execute the occupation efficaciously. Supply assessment trials to mensurate effectivity of developing allowing cogency and dependability. It besides provides HR a model of standards to take the right tools to present the preparation

Job Analysis can be used in compensation to set up the value of a occupation before dollar value can be topographic point on it. Identify the accomplishments degrees and paying occupation factors, required degree of instruction and let organisations to implement employment equity by seting wage rates and supplying rate graduated tables to set up wage. [ 7 ] It besides plays an of import function in selection/ enlisting processs, by supplying a elaborate description of the occupation responsibilities that should be included in occupation ads to make full occupation places, the appropriate salary degree for the vacant place to assist find the compensation bundle to be offered to a campaigner. The occupations analysis provides a model in footings of instruction and experience degree.Incorporating testing standards as interview inquiries, choice trials and applicant assessment. For the other side, it provides new hires orientation stuffs, due to the clear standards and clear vision of their duties and responsibilities. Although, occupation analysis is used to put the occupation description and specification it is besides use to put public presentation criterions, it sets out the guideline for a Performance Review by set uping ends and aims and rating standards. [ 8 ]

When is a Job Analysis Performed?

Job analysis is used by human resources to set up occupation specifications, descriptions and criterions. But their skyline is n’t limited to that ; its information is used in other contexts such as forces choice, recruiting by supplying realistic occupation informations. For legal conformity, it allows organisations to implement employment equity plans, ESA conformity. It is used to put a usher for public presentation assessments. It allows HR to place occupation similarity to ease transportations. And a common consequence of a occupation analysis is to better employee ‘s motive and occupation satisfaction by put to deathing occupation rhenium designing and rhenium technology. [ 9 ]

What Aspects of a Job Are Analyzed?

Duties and Tasks The basic unit of a occupation is the public presentation of specific undertakings and responsibilities. Information to be collected about these points may include: frequence, continuance, attempt, accomplishment, complexness, equipment, criterions, etc.

Environment This may hold a important impact on the physical demands to be able to execute a occupation. The work environment may include unpleasant conditions such as violative olfactory properties and temperature extremes. There may besides be definite hazards to the incumbent such as noxious exhausts, radioactive substances, hostile and aggressive people, and unsafe explosives.

Tools and Equipment Some responsibilities and undertakings are performed utilizing specific equipment and tools. Equipment may include protective vesture. These points need to be specified in a Job Analysis.

Relationships Supervision given and received. Relationships with internal or external people.

Requirements The cognitions, accomplishments, and abilities ( KSA ‘s ) required executing the occupation. While an officeholder may hold higher KSA ‘s than those required for the occupation, a Job Analysis typically merely states the minimal demands to execute the occupation. [ 10 ]

Components of occupation analysis:

Job analysis: The procedure of depicting and entering many facets or elements of the occupation. The result of occupation analysis has two constituents

Job description: A written sum-up of undertaking demands. This is the physical and environmental features of the work to be done.

Job specification: A written sum-up of work demands ( cognition, accomplishments, aptitudes, attitudes ) [ 11 ] .


Job analysis is performed by HR professionals trough a series of methods, this are chosen in order to hold with the aims or ends of the occupation analysis. One method might work for a occupation and another is more efficient for another. Methods can take the undermentioned signifier ; task stock list, observation, interviews, journals, proficient conference and/or participant observation. [ 12 ]

Is Job Analysis critical?

Understanding and being able to execute good occupation analysis is an indispensable human resource map organizing the footing of choice, publicity, preparation, and etc. It is the best manner to set up what exists, is good and should be changed. Without a occupation analysis or needs assessment human resources is a pang in the dark, at best, and likely a waste of clip and money. [ 13 ]

Job analysis is required in the field of staffing since any forecaster used to choose a individual must be job-relevant. Determining occupation relevancy requires holding cognition of what is go oning in the occupation, normally through occupation analysis. Likewise, in compensation, the demands of the Equal Pay Act necessitate occupations that are well similar to be paid the same. The finding that two occupations are well similar is done through occupation analysis.


A occupation is a aggregation of undertakings and duties that an employee is responsible to carry on. Jobs have rubrics. A undertaking is a typically defined as a unit of work, that is, a set of activities needed to bring forth some consequence, e.g. , hoovering a rug, composing a memo, screening the mail, etc. Complex places in the organisation may include a big figure of undertakings, which are sometimes referred to as maps. Job descriptions are lists of the general undertakings, or maps, and duties of a place. Typically, they besides include to whom the place studies, specifications such as the makings needed by the individual in the occupation, salary scope for the place, etc. Job descriptions are normally developed by carry oning a occupation analysis, which includes analyzing the undertakings and sequences of undertakings necessary to execute the occupation. The analysis looks at the countries of cognition and accomplishments needed by the occupation. Note that a function is the set of duties or expected consequences associated with a occupation. A occupation normally includes several functions. [ 14 ]


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  • hypertext transfer protocol: //managementhelp.org/staffing/specify/job_nlyz/job_nlyz.htm
  • hypertext transfer protocol: //answers.google.com/answers/threadview/id/528049.html
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  • hypertext transfer protocol: //www.job-analysis.net/G000.htm
  • web.njit.edu/~rotter/courses/HRM303/lecturenotes/HRM303-7p.ppt
  • hypertext transfer protocol: //www.job-analysis.net/G000.htm
  • hypertext transfer protocol: //www.scribd.com/doc/16149160/Job-Analysis-HR-Planning
  • hypertext transfer protocol: //www.lotsofessays.com/viewpaper/1712742.html
  • web.njit.edu/~rotter/courses/HRM303/lecturenotes/HRM303-7p.ppt
  • Bohlander ( 2001 ) , p88
  • hypertext transfer protocol: //academics.ajula.edu/Content/ContentUnit.asp? CID=1315 & A ; u=3618 & A ; t=0
  • hypertext transfer protocol: //staringfrog.com/jobs/2010/04/job-analysis/
  • hypertext transfer protocol: //www.job-analysis.net/G000.htm
  • hypertext transfer protocol: //managementhelp.org/staffing/specify/job_nlyz/job_nlyz.htm
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