Conducting a Job Analysis
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There are six steps in
There are six steps in doing a job analysis of a job, as follows. First, we identify the use to which the information will be put because this will determine how you collect the information. Some data collection techniques—like interviewing the employee—are good for writing job descriptions. Other techniques, like the position analysis questionnaire we describe later, provide numerical ratings for each job; these can be used to compare jobs for compensation purposes.
Review relevant background information about the job, such as organization charts and process charts. It is important to understand the job’s context. A process chart provides a detailed picture of the workflow. Finally, an existing job description may provide a starting point for revising the job description.
Reviewing the organization chart, process chart, and job description helps the manager identify what a job’s duties and demands are now. Workflow analysis is a detailed study of the flow of work from job to job in one identifiable work process (such as processing a mortgage application). In turn, this analysis may lead to changing or reengineering the job.
Review relevant background information about the job, such as organization charts and process charts. It is important to understand the job’s context. A process chart provides a detailed picture of the workflow. Finally, an existing job description may provide a starting point for revising the job description.
Reviewing the organization chart, process chart, and job description helps the manager identify what a job’s duties and demands are now. Workflow analysis is a detailed study of the flow of work from job to job in one identifiable work process (such as processing a mortgage application). In turn, this analysis may lead to changing or reengineering the job.
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