What are the steps of job analysis?

What are the steps of job analysis?

The steps for doing a job analysis are as follows: Choose the job(s) to be examined. Determine the procedures (methods) to be followed in gathering job data. Implement the job analysis methodologies. Analyze the results and make recommendations regarding changes or improvements to the job.

There are two main types of job analyses-task analyses and work analyses. A task analysis focuses on identifying all the tasks that need to be performed by an employee to do his or her job. This type of analysis is useful in determining how much time should be allocated to each task. Work analysis studies all the tasks performed by a particular employee during one working day. The goal is to see which tasks require special skills or training and which can be done by any worker. Task and work analyses help employees perform their jobs efficiently and avoid unnecessary duties. They also help management decide what resources are needed to meet job requirements.

When conducting a job analysis, you must consider several factors when determining how to classify tasks. These include but are not limited to the following: importance of the task; amount of physical effort required; skill level required; frequency of performance; duration of employment contract; wages paid; benefits provided; location where the work is performed; and type of organization that performs the work.

How do you implement job analysis?

How to Perform a Job Analysis

  1. Gather information about a position.
  2. Evaluate the importance of each task and competency.
  3. Research industry standards.
  4. Revise job descriptions and standards.
  5. Use data to make changes.
  6. Recognize necessary skills and tasks.
  7. Create evaluation methods.
  8. Determine salaries and promotion criteria.

What is the first step in the job analysis process?

Job Analysis Steps Or Job Analysis Process

  1. Information Collection. This is the first step of job analysis under which required information related to various aspects of jobs are collected.
  2. Review Background Information.
  3. Selection Of Representative Position To Be Analyzed.
  4. Analysis Of Jon By Collecting Data.
  5. Develop Job Description.
  6. Develop Job Specification.

What major questions does a job analysis answer?

Job analysis provides answers to the following critical questions:

  • What tools, materials, and equipment are used to perform the tasks in the job?
  • What methods or processes are used to perform the tasks in the job?
  • What are the specific duties for the position?
  • What are the critical tasks and key result areas of the position?

What do you collect in the process of analyzing a specific job?


  1. Knowledge, skills, experience, and qualifications.
  2. Duties performed daily.
  3. Duties performed less frequently.
  4. Equipment and materials used for duties.
  5. Time spent on different job duties.
  6. Physical and emotional input.
  7. Level of job satisfaction.
  8. Salary and compensation.

What is job analysis in simple words?

The process of acquiring and evaluating information regarding the content and human requirements of tasks, as well as the setting in which they are performed, is known as job analysis. This procedure is used to decide job placement. After deciding where in an organization someone will be placed, the job analyst should then conduct interviews with members of the target group (people who will do the jobs) to find out what their actual duties were and how much time they spent on each task. Based on this evidence a job description is drafted which lists the essential elements of the job. Then candidates for the job must be asked to describe their own duties, just as they would be required to do if they reported for work tomorrow.

Job analysis is also used by managers to understand the skills needed by their employees so that they can be trained or new jobs created. For example, when a company wants to create a new position, they first perform a job analysis to determine what knowledge and skills are needed by people who hold that job. They may ask current employees to describe the job, or they may use data from previous workers to build a profile of the job's duties and responsibilities. The results of the job analysis guide the creation of a job description for the new position, and help identify any training that might be needed by those applying for the job.

How does job analysis affect HR planning?

Job analysis can help with selection, training, and performance review. Analyzing the work's interdependence with organizational plans and defining the vision for job analysis applications like as recruiting and selection, remuneration, training and development, and so on. Job analysis is particularly important for jobs that involve interacting with others.

Organizational analysis is a necessary first step to create a successful job description. It provides information about the job's significance to the organization, its importance, and its impact. This allows for better hiring decisions and increased productivity from existing staff members. Organizational analysis also helps management identify needed resources (such as staffing levels) before they are required by someone doing a job.

Individuals must be analyzed in relation to their jobs. This includes understanding their responsibilities, identifying skills required, determining factors that influence their ability to do the job, and developing a profile of their overall effectiveness.

Job analysis is used by human resource managers to understand the nature of current jobs and future needs within the organization. This information can then be applied toward creating new jobs or modifying existing ones. For example, if it becomes clear that there is a shortage of skilled applicants for a particular position, then this would provide motivation for an employer to create such a position and advertise it.

Job analysis also has significant impact on employee recruitment and retention.

What is a job study?

A Job Analysis is the methodical investigation, analysis, and documentation of a single job's responsibilities, duties, skills, accountabilities, work environment, and ability needs. It also entails establishing the relative relevance of duties, obligations, and physical and emotional abilities for a certain profession.

The job analysis provides a detailed picture of what it takes to do a job well, which can then be used to select or develop candidates. It is also necessary when creating or changing jobs to know their requirements.

Who does it? A job analyst will conduct a job study by asking questions about the job, reviewing records, talking to colleagues, and observing how the job is done. They will record all information they learn during this process in a document called a "job description." The job analyst should try not to influence the person being interviewed with questions such as "So what would really happen on day one?" or "How did you decide that responsibility number three goes to ________?". These types of questions are considered leading and can cloud the person's perception of the job. Instead, the job analyst should seek to understand how someone could perform all the duties of the job without assistance from others. Only after this understanding has been reached should the job analyst begin to write down specific tasks that might need to be done within the job.

The job analysis document will usually contain many sections that cover different aspects of the job.

About Article Author

Walter Hall

Walter Hall is an avid reader and seeker of knowledge. He enjoys learning about new things, such as planets, minerals, and metals. Walter also likes reading about other topics such as education reform and the Common Core State Standards.


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