Job analysis can be described in different phases in human resource management (Morsh, 2013). The entire job analysis process should be carried out in a systematic manner following appropriate professionalism practices. These steps are outlined below:
- Planning of the job analysis- it is important to plan the job analysis process before the start of data gathering. Here, identify the objectives of the job analysis, revise the outcome of the compensation program in an organization and change the structure of the organization according to its strategies.
- Preparing and introducing the job analysis- it revolves around identification of jobs under review; whether clerical, hourly, jobs in the whole organization or one division of the organization. It is also crucial to communicate and explain the job analysis process to employees, union stewards and managers before conducting it. Review existing job documentation to understand the structure of workers in the organization.
- Conducting the job analysis- after the pre[parathion is done; carry out the analysis. Enough time should be allocated to gather information from the employees. Sort, gather all the information together and also compare data from similar jobs in the organization. Finally, review and compile a comprehensive and reliable document to serve as a representative of the entire organization.
- Developing job specifications and description- draft job specifications for every employee and once the draft is out; it should be reviewed by all employees and managers. Identify recommendations and initiate the distribution the final copies to all managers by the HR department.
- The last phase is maintaining and updating the job specifications and descriptions. As the structure of the organization changes from time to time, review and update the information to keep the running current (Brannick.et.al, 2010).
It is also crucial to identify methods used to collect information in job analysis process namely:
- Questionnaires- set of questions designed and distributed to all the employees to collect relevant and detailed information from the employees according to their working levels.
- Observation- employees are observed at their working places. It can be done in sample or continuous form. It is important for places where employees are involved in physical activities. It offers the observer room to familiarize on the job (Hartley, 2009).
References
Brannick, M.T., Levine, E.L., & Morgeson, F.P. (2010). Job and work analysis: methods, research and applications for human resource management (2nd ed.). Thousand Oaks, CA: Sage.
Hartley, D.E. (2009). Job analysis at the speed of reality. Amherst, Mass.: HRD Press. The JASR method of job analysis is based on four principles.
Morsh, J. E. (2013), Job Analysis in the United States Air Force. Personnel Psychology, 17: 7–17.
