Job analysis is a process of gathering and analyzing information about the content and human requirements of jobs, as well as the context in which jobs are performed. It is a systematic process of identifying and determining the responsibilities, requirements, and nature of a job in detail. The purpose of job analysis is to identify the content of a job in terms of the activities it involves, in addition to the attributes or requirements necessary to perform those activities. Job analysis provides information to organizations that helps them determine which employees are best fit for specific jobs.
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. 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.
Job analysis is important because it helps draft better job descriptions and develop effective training and development programs, leads to a safer work environment and more effective workforce planning, and is pivotal in performance management. It is used to determine placement of jobs and to define the organization of jobs within a job family. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation.
In summary, job analysis is a process of gathering and analyzing information about the content and human requirements of jobs, as well as the context in which jobs are performed. It helps organizations determine which employees are best fit for specific jobs, draft better job descriptions, and develop effective training and development programs.
