How to Complete a Job Analysis

A job analysis requires you to review specific job responsibilities, and then use the accumulated data to improve training, compensation and evaluation programs. The process of completing a job analysis is simple, as long as you conduct a thorough and consistent review regularly.

Instructions

Difficulty: Moderately Easy

Things You’ll Need:

• Employment agreements
• Employee resumes

1. Finish each job analysis in a timely manner with job analysis software. Most job analysis programs allow you to create checklists and compile information on every position in your company for easy access during future evaluations or audits. Companies like Position Analysis Questionnaire offer comprehensive software that meets the needs of almost any business (see Resources below).
2. Review the job responsibilities set forth for each position in your company. Focus on whether these responsibilities are being met by employees in each position. You can determine whether you can combine positions or create new positions to meet vital business functions.
3. Assess the wages offered to each professional against prevailing wages paid by competing companies. The goal of wage analysis is to determine if there is a large gap between your company and competitors in your industrial sector. If the wages you offer are too low, you may find it difficult to retain employees.
4. Determine the level of training that workers complete for their particular position. Analysis of job training allows you to bridge the gap between your company's initial training and the realities of daily work.
5. Look at the amount of interdepartmental work that is accomplished within your company. As you complete job analyses, you will be able to determine if resources and personnel are being wasted by an inability of departments to work together.
6. Examine your corporate organizational chart as you complete each portion of your job analysis. As part of your job analysis process, you should consider shifting the organizational structure if positions do not fit well in their current location.
7. Evaluate resumes and employee agreements as a final step in developing a job analysis report. These materials should be reviewed to ensure that an employee's professional development is proceeding adequately for his particular job.

Tips & Warnings

• Place responsibility for a portion of the job analysis process on your employees. Each employee has an intimate knowledge of her daily workloads and how her training experience applied to her position. Ask employees to review their job responsibilities and assess their perception of how they perform each task.