How to Develop a Job Analysis
The purpose of conducting a job analysis is to document the
requirements of a job and detail the work performed. A job analysis
is imperative when writing a job description and is helpful in
recruiting and selecting an employee. It is also helpful when conducting performance appraisals.
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Instructions
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Choose a method to use while creating your job analysis. Base your decision on practical issues like the number of tasks to be evaluated and the location of the job. Some of the more popular methods include a job classification review, incumbent interviews, supervisor interviews, expert panels, task inventories, checklists, open-ended questionnaires, observation and incumbent work logs.
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2
Create sections about the job's duties, environment, needed equipment, relationships and requirements when writing your job analysis.
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3
List the specific tasks, daily responsibilities and possible projects the employee must complete when writing the "Duties" Section.
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Document unpleasant working conditions like toxic fumes, temperature extremes, radioactive materials or hazardous work around explosives when writing the "Environment" section of the job analysis.
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Specify the tools and machinery necessary to perform the job in the "Equipment" section. Include the frequency, duration, effort, skill level, complexity, specific equipment, and industry and organizational standards.
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List the supervision given and received in the "Relationships" section. Explain the relationships between internal and external contacts as related to the job.
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Document the minimum required knowledge, skills and abilities needed to successfully complete the job in a section entitled "Requirements." The employee who holds the job must exceed the job requirements, but include only the minimum requirements in the job analysis.
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Review the results with a job analyst.
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9
Submit a draft of the job analysis to the supervisor for accuracy. The report must include comparisons of responsibilities, equipment and relationships between employees.
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