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What to TAKE During the Job Analysis?

What to TAKE During the Job Analysis - ilearnlot

Learn and Understand, What to TAKE During the Job Analysis?

Gathering job-related information involves lots of efforts and time. The process may become cumbersome if the main objective of it is not known. Any information can be gathered and recorded but may be hazardous for health and finances of an organization if it is not known what is required and why. Also Learned, Meaning and Definition, What to TAKE During the Job Analysis?

Before starting to conduct a job analysis process, it is very necessary to decide what type of content or information is to be collected and why. The purpose of this process may range from uncovering hidden dangers to the organization or creating a right job-person fit, establishing effective hiring practices, analyzing training needs, evaluating a job, analyzing the performance of an employee, setting organizational standards and so on. Each one of these objectives requires the different type of information or content.

While gathering job-related content, a job analyst or the dedicated person should know the purpose of the action and try to collect data as accurate as possible. Though the data collected is later on divided into two sets – job description and job specification but the information falls in three different categories during the process of analyzing a specific job – job content, job context and job requirements. Also Study, Explain Advantages and Disadvantages of Job Analysis!

#Job Analysis and Data Collection:

Job analysis involves collecting information on characteristics that differentiate jobs. The following factors help make distinctions between jobs:

  • Knowledge, skills, and abilities (KSAs) needed.
  • Work activities and behaviors.
  • Interactions with others (internal and external).
  • Performance standards.
  • Financial budgeting and impact.
  • Machines and equipment used.
  • Working conditions.
  • Supervision provided and received.

Grouping jobs with related functions are helpful in the job analysis process by identifying the job family, job duties and tasks of related work.

The following provides an example of how an organization may group related jobs:

  • Job family: Grouping of related jobs with broadly similar content.
  • Job. Group of tasks, duties, and responsibilities an individual performs that make up his or her total work assignment.
  • Task: A specific statement of what a person does, with similar tasks grouped into a task dimension (i.e., a classification system).

A technical service job family, for example, could be identified as follows:

  • Job Family: Technical Service.
  • Job: Technical service representative.
  • Task: Provides technical support to customers by telephone.

What to Take?

  • Job Content.
  • Job Context, and.
  • Job Requirements.

#Job Content:

It contains information about various job activities included in a specific job. It is a detailed account of actions which an employee needs to perform during his tenure. The following information needs to be taken by a job analyst:

  • Duties of an employee,
  • What actually an employee does,
  • Machines, tools, and pieces of equipment to be used while performing a specific job,
  • Additional tasks involved in a job,
  • Desired output level (What is expected of an employee?),
  • Type of training required.

The content depends upon the type of job in a particular division or department. For example, job content of a factory-line worker would be entirely different from that of a marketing executive or HR personnel.

#Job Context:

Job context refers to the situation or condition under which an employee performs a particular job. The information takes will include:

  • Working Conditions
  • Risks involved
  • Whom to report
  • Who all will report to him or her
  • Hazards
  • Physical and mental demands
  • Judgment

Well like job content, data collected under this category are also subject to change according to the type of job in a specific division or department.

#Job Requirements:

These include basic but specific requirements which make a candidate eligible for a particular job. The taking of data includes:

  • Knowledge of basic information required to perform a job successfully.
  • Specific skills such as communication skills, IT skills, operational skills, motor skills, processing skills and so on.
  • Personal ability including aptitude, reasoning, manipulative abilities, handling sudden and unexpected situations, problem-solving ability, mathematical abilities and so on.
  • Educational Qualifications including degree, diploma, certification or license.
  • Personal Characteristics such as the ability to adapt to different environment, endurance, willingness, work ethic, eagerness to learn and understand things, behavior towards colleagues, subordinates, and seniors, sense of belongingness to the organization, etc.

For different jobs, the parameters would be different. They depend upon the type of job, designation, compensation grade and responsibilities and risks involved in a job.

What to TAKE During the Job Analysis - ilearnlot

Nageshwar Das

Nageshwar Das

Nageshwar Das, BBA graduation with Finance and Marketing specialization, and CEO, Web Developer, & Admin in

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