Human Resource Management

Steps Involved in Job Analysis

Steps Involved in Job Analysis

Steps Involved in Job Analysis

Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. It is a process of collecting information related to various aspects of the job. The main purposes of conducting job analysis are to prepare a job description and job specification which in turn helps to hire the right quality of workforce into the organization.

It collects and analyses the information associated with job description and specifications. Following steps are involved in job analysis:

  1. Information Collection

This is the first step of job analysis under which required information related to various aspects of jobs are collected. Probably the most important consideration is to identify the objectives of the job analysis. Information is obtained through different methods such as interview, observation, questionnaire, critical incidents etc. It is associated with the preparation of plans and programs and assignment of responsibilities to the concerned person.

  1. Review Background Information

This is the second step of job analysis process under which the previously collected information is reviewed to design organizational charts, current position descriptions and specifications, procedures, manuals and process charts. These help in the detailed assessment of job.

  1. Selection of Representative Position to be Analyzed

Analyzing all jobs at a time is a complex and costly affair. So, only a representative sample of jobs is selected for the purpose of detailed analysis. Under it, the job analyst investigates to determine which organization managers or employees require job analysis. He should also determine for what purpose the job must be analyzed.

  1. Analysis of Job by Collecting Data

Under this step of job analysis process, a job analyst obtains the data and information related to the selected jobs. The information is collected on the job activities, required employee behaviors, working conditions, human traits and qualities, abilities to perform the job and other various dimensions of the job. Data can be collected either through questionnaire, observation or interviews.

  1. Develop Job Description

In this step of job analysis, a job description schedule is developed through the information collected in the above step. This is the written statement which describes the prominent characteristics of the job along with duties, location, and degree of risk involved in each job.

  1. Develop Job Specification

Developing the job specification is the last step of job analysis process under which a detailed specification statement is prepared showing the minimum requirement of each job. It consists of a requirement of the job holder for successfully performing the job. A job specification summarizes the personal qualities, traits, skills, knowledge, and background required to perform the specific task. It also involves the physical and psychological attributes of the incumbent.


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