recruitment - job analysis
The management of a business need to determine what work needs to be done. Job analysis is a key part of this need.
Job analysis concentrates on what job holders are expected to do. It provides the basis for a job description, which in turn influences decisions taken on recruitment, training, performance appraisal and reward systems.
What is contained in a job analysis?
A job analysis would typically contain:
| Job purpose | What is the job meant to do - and how does this related to other parts of the business? |
| Job content | Duties and responsibilities |
| Accountabilities | What results / outputs is the job holder responsible for? |
| Performance criteria | How will the job holder's performance be measured? |
| Resource requirements | E.g. equipment, location |
How is a job analysis carried out?
Several techniques should be used to complete an effective job analysis:
- Research business documents - e.g. procedures manuals
- Ask relevant managers about the requirements and purpose of the job; what are the key activities; what relationships does the job have with other posts. Develop a comprehensive profile through these discussions
- Interview the existing job holder (if the job already exists) -e.g. ask store managers in retail stores and build a profile from asking those who actually do the job
- Observe the job holders to see what they really do
The key information that needs to be collected includes:
- Job title
- Main duties and tasks
- Targets and performance standards that the job holder is required to achieve
- The amount of supervision that is normally given / freedom of decision-making in the job
- Skills and/or qualifications needed for the job (including personal skills)
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