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Process of Job Analysis


Job analysis is equally useful is not so easy to do. In fact, it involves a process.

Although there is no foolproof process to perform job analysis, the following are the most important steps involved in job analysis:

1. Organizational job analysis:

Job analysis begins with getting relevant information about a job '. This, according to Terry, is required to know the composition of a job, its relationship to other jobs and its contribution to the performance of the organization.

Such information can be done by sharing background information in different forms such as organizational charts, ie. how that job is related to other jobs; class specifications ie the general requirements in the job family job description ie. starting point for building the revised job description and flow charts ie. activity flow involved in a particular job.

2. Selection of representative jobs for analysis:

Analyzing all jobs in an organization is both expensive and time-consuming. Therefore, only a representative sample of jobs is selected for detailed analysis.

3. Collection of data for job analysis:

In this step, job data features are collected by the job and the required qualifications by the employee. Data can be collected either throughquestionnaire, observation or interviews. However, due consideration must be given to selecting and applying the method of data collection that is most reliable in the given situation of the job.

4. Preparation of job description:

The job information collected in the above ways is now used to prepare a job description. Job description is a written statement that describes the tasks, duties and responsibilities that must be exhausted for effective work performance.

5. Preparing job specification:

The final step in job analysis is to prepare job specification based on information gathered. This is a written statement that specifies the personal qualities, traits, skills, qualifications, aptitude, etc. required to effectively perform a job.

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