TABLE OF CONTENTS Job analysis is the process by which individual jobs are analyzed in order to determine the specific responsibilities, working conditions, and requirements of the position. A human resource specialist, the employee, the employee's supervisor, or an external consultant may conduct the job analysis. Methods used for gathering the information used in job analysis include interviews, surveys, observations, and journaling (i.e., having the employee record tasks undertaken as they are performed). Typical job analysis questions include:
What is the major purpose of your job?
What are your duties (both ongoing and episodic)?
What types of decisions can you make without checking with a supervisor?
What processes and resources do you use in the completion of your work?
With whom do you interact and what is the nature of that interaction?
What positions do you supervise?
What education, experience, and skills are necessary in order successfully to carry out your responsibilities?
What technology or equipment do you use?
What are the major sources of stress in your job?
What types of physical exertion are required?
An iterative process is typically used in finalizing the job analysis, with input from the employee and the employee's supervisor playing a pivotal role. Job analysis information supports many important employee resourcing functions such as recruitment (i.e., for advertising the position and describing the responsibilities and nature of the job), selection (i.e., for identifying the minimal requirements the job specification on which to make the selection decision), performance...
