A job consists of a group of tasks
that must be performed if an organization is to meet its goals. A job
may be held by only one person or by many people. A job analysis
is the process of determining systematically the skills, knowledge and
duties required to perform jobs in an organization, by obtaining answers
to six questions
- What physical and mental tasks does the worker
accomplish?
- When is the job to be completed?
- Where is the work to be accomplished?
- How do the workers do the job?
- Why is the job done?
- What qualifications are needed to perform the
job?
There are three different times when a job analysis should be performed:
- When new jobs are created
- When jobs have changed because of new
technology, methods etc.
- When they have not been analyzed for a period
of time and a new worker is required for the job.
The information from a job analysis is used to identify competencies,
prepare position descriptions, and develop job specifications.
What we are looking for:
No component of the selection process is as critical as getting, at the
outset, a clear idea of what you are looking for. We get that
information from paper and from people. Before hiring a new person into
a position, and before creating a new position, take the time to do a
job analysis. This may be a good time to make changes in a position.
- Review the duties and responsibilities to make
sure they are reflected in the job or position description.
- Identify effective versus ineffective job
behaviors.
- Try to identify “critical incidents” that
identify predictive situations and effective behavior.
These can be used in the job interview to describe
specific situations a candidate might encounter on the job and get a
preview of how he/she might behave in that situation. |
