Job Analysis – Types and Components

Job Analysis – Types and Components

It is always important for the recruiters and trainers to conduct a regular job analysis for many reasons. Simply, the process of gathering job-related information is called job analysis. How to write a job description makes up an integral part of the overall job analysis. Similarly, conducting performance appraisals also constitutes the components of job analysis.

A rigorous job analysis determines input for improvement in:

  • Employee Selection
  • Human Resource Planning
  • Job Evaluation
  • Performance Appraisal
  • Training
  • Career Planning
  • Work Redesign
  • Workplace Enhancement
  • Revenue Upsurge

Input Documents for Job Analysis

  • Job Description
  • Job Specifications

Job Description is published to accomplish two goals: attracting potential job candidates and making the employees understand their duties and obligations. A standard job description encompasses titled designation, job location, detail of duties, working hours, workplace conditions, hierarchical aspects, assets to complete the job, and information on work hazards and safety. The job description helps the organization to target people who are right for a specialized position. Later, this JD sets standards for performance evaluation. How to write a job description is therefore as important as the essence of a cultured organization.

Job specifications are a statement in black and white that constitutes pre-requisites of a certain job. These may include the candidate’s qualifications, experience, competencies, and scope.

It helps the specialists to analyze and judge whether a candidate is capable of the job or not. It provides the candidate complete information about the job: responsibilities and desired technical skills. Job description and job specification may collectively be referred to as job analysis.

Job Analysis is about Data Analysis

Job Analysis is related to data analysis that chiefly covers duties, operations, job pre-requisites, intellectual ability, intelligence quotient, and what may work while doing job analysis. Analysis of the available qualitative and empirical data helps HR experts achieve forecasted targets in human resource development.

Objectives of job analysis tend to encompass:

  • Simplifying job activities
  • Establishing work standards
  • Improving the safety in the organization
  • Supporting the other HR activities

The usefulness of Job Analysis

  • Human resource planning
  • Identifying the people who are suitable for the job
  • What you need to do
  • What skills do you need to have
  • Matching the job requirement with skills employees must have
  • Training and development
  • Job Evaluation

Job analysis is very important to HR managers and is considered as the building block of HR functions. Almost every HR program requires some type of information as determined by job analysis techniques.

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