Job Analysis Is the Process of Gathering,

Job analysis is the process of gathering, analyzing, and synthesizing information about jobs (Busi, 2012). It is a critical part of human resources management. It functions to provide answers to questions such as: How much time does it take to complete important tasks?, Which tasks comprise a particular job?, How can a job be structured to enhance employee performance?, and What capabilities and behaviors are needed to perform the job?. A job description is often considered the most important result of job analysis. It lists the duties associated with a role, representing a written summary of the job as an identifiable organizational unit.

The importance of job analysis goes beyond a mere review of a specific role. It actually informs every other aspect of work in human resources (Busi, 2012). For example, recruitment requires an adequate job description to advertise the duties of a position. Similarly, selection and training rely on an adequate job specification to determine minimum qualifications and ensure that employees are appropriately suited and prepared for their positions. Job analysis also has implications for performance evaluation, compensation, and overall job design.

Job analysis data can be obtained by a number of methods -- observation, interview, job diaries and logs, or questionnaires (Busi, 2012). A job-oriented analysis is a review of the specific tasks to be completed by the employee; a work-oriented analysis involves an assessment of work behaviors and how a job is performed. The objective of both orientations is to identify duties, characteristics and behaviors that are critical for success in a job.

The job analysis process itself is a multi-faceted, multi-step process. It begins with a greater understanding of how every job fits into the organization as a whole. Select positions are chosen for analysis and HR managers and administrators are consulted to determine how the job analysis and job design information will be utilized. Usage of a job analysis may include expanding the scope of a position, assessing where the role rests within the organizational hierarchy, or determining the skill set needed to efficiently perform daily job duties. All determinations reached during the initial phase of job analysis are used to inform the crafting of job descriptions and specifications.

Legally, job analysis is often required and used to protect employees. It can also serve as a guidepost for employers for fair and ethical practices in hiring, training, and terms for dismissal (Busi, 2012). Today, there are many guidelines and judicial recommendations regarding civil rights and equal employment opportunity laws. Job analysis plays an important role in the Uniform Guidelines on Employee Selection Procedures policy which was enacted in 1978 and designed to minimize or prevent discriminatory workplace practices (Busi,2012). The policy demands that proper job analysis be carried out to ensure the accuracy of organizational selection procedures. Today, job analysis remains a critical tool for making assessments of discrimination under most employment-related laws and can be linked to other laws such as the Equal Pay Act (1963), Fair Labor Standards Act (1938), and Civil Rights Act (1964).