hr knowledge portfolio
THE BASICS OF JOB ANALYSIS
Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.
Traditionally, it is an essential and pervasive human resource technique and the starting point of other human resource activities. In today’s rapidly changing work environment, the need for a sound job analysis system is critical.
Job analysis provides summary of a job’s duties and responsibilities, its relationship to other jobs, the knowledge and skills required, and working conditions under which it is performed. Job analysis is conducted after the job has been designed, the worker has been trained, and the job is being performed.
Job analysis is performed on three occasions. First, it is done when the organization is founded and a job analysis program is initiated for the first time. Second, it is performed when new jobs are created. Third, it is used when jobs are changed significantly as a result of new technologies, methods, procedures, or systems. Job analysis is most often performed because of changes in the nature of jobs. Job analysis information is used to prepare both job descriptions and job specifications.
Example: In 1990 congress passed the Americans with Disabilities Act (ADA 1990). This act was designed to aid employees with disabilities in the working world. Job analysis has played a key role in companies compliance with this Act, as well as aiding thousands of disabled Americans.
Job description
The job description is a document that provides information regarding the essential tasks, duties, and responsibilities of the job.
Job specification
The job specification is a document that outlines the minimum acceptable qualifications a person should possess to perform a particular job.
Example: A bachelor’s degree may be a minimum qualification for an accountant in a major accounting farm, but it is not likely to be necessary for the job of shift supervisor in a
Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.
Traditionally, it is an essential and pervasive human resource technique and the starting point of other human resource activities. In today’s rapidly changing work environment, the need for a sound job analysis system is critical.
Job analysis provides summary of a job’s duties and responsibilities, its relationship to other jobs, the knowledge and skills required, and working conditions under which it is performed. Job analysis is conducted after the job has been designed, the worker has been trained, and the job is being performed.
Job analysis is performed on three occasions. First, it is done when the organization is founded and a job analysis program is initiated for the first time. Second, it is performed when new jobs are created. Third, it is used when jobs are changed significantly as a result of new technologies, methods, procedures, or systems. Job analysis is most often performed because of changes in the nature of jobs. Job analysis information is used to prepare both job descriptions and job specifications.
Example: In 1990 congress passed the Americans with Disabilities Act (ADA 1990). This act was designed to aid employees with disabilities in the working world. Job analysis has played a key role in companies compliance with this Act, as well as aiding thousands of disabled Americans.
Job description
The job description is a document that provides information regarding the essential tasks, duties, and responsibilities of the job.
Job specification
The job specification is a document that outlines the minimum acceptable qualifications a person should possess to perform a particular job.
Example: A bachelor’s degree may be a minimum qualification for an accountant in a major accounting farm, but it is not likely to be necessary for the job of shift supervisor in a