Job Analysis and Job Description

Job analysis refers to the formal process in which an individual identifies the content of the job in terms of each activity that is involved and various attributes that are needed in order for the work to be performed and it also helps in identifying the major requirements of the job. It provides the information to firms which can help them in determining which of the employees can be of the best fit for the specific job being offered.

The main purpose of the job analysis is preparing job specification and the job description which would in turn help in hiring the right workforce quality which is fit for the organization, and can benefit the organization in the most effective way. As far as the general purpose of the job analysis is concerned, it is basically to document the requirements that are specific for a particular job, and also what kind of works are to be performed in it. Task and job analysis are performed in order to provide a basis for the later improvements, which include, the compensation plans, legal defense of selection process, training needs assessment, criteria for promotion, selection systems, personnel selection, development of performance appraisals, description of the job, and finally the definition of the job domain (Pearn at al, 1998).

In the field of industrial psychology and human resource management, job analysis helps in gathering the information which can be used for the personnel selection, compensation, classification and training. There are professional who develop certification exams, who take use of the job analysis in order for in determining the specific elements related to the domain which must also be sampled so that they can create a content valid exam. When job analysis is in the process of being conducted for the purpose of job valuation, that is, determining the right kind of compensation for the incumbents, it is known as Job evaluation (McCormick & Ernest, 1979).

Job analysis may help in answering questions like, What exactly constitutes a performance as being successful, What kind of machinery or equipment that is being used in the job, What are the working conditions of the job such as, light, offensive fumes, noise, and level of temperature), What are the specific qualifications that are needed in order to perform the job, Who is the worker suppose to do the job, Where exactly is the job supposed to be performed, When is the job supposed to be performed, What kind of mental and physical activities does the worker have to undertake, and why exactly does the job exist.

The job analysts are the typical organizational / industrial human resource officers or psychologists who are trained and act under the supervision of an organizational psychologists, who conduct the process of job analysis in an organization for its employees. There are many ways in which job analysis can be conducted and they include; gathering the background information such as classification specifications or the duty statements, hierarchical task analysis, critical incident investigations, observation, ...