How to perform a job analysis

Job analysis is a tool used by employers to study a job. They inspect all aspects of the job including the activities and responsibilities it encompasses, its importance to other jobs relatively, the necessary qualifications to perform the job optimally, and the conditions under which an employee performs the job. Here, the job is analyzed instead of the person who is performing it. However, the data for job analysis will be collected from your employees.

Here are six steps to perform a well-rounded job analysis:

First, review the job responsibilities of the employee

Interview your employees, supervisors, and members of the HR department to get an understanding of their job duties. You can also go through work logs, questionnaires, or manuals to find activities. Then, make a comprehensive list of all tasks you find through your research. After that, move on to determining the level of difficulty for each task, and categorizing tasks based on that.

Next, research similar positions in the industry

Once you have determined the qualifications for the position and the responsibilities of an employee, take a look at similar positions in the field. It will help you identify whether the role aligns with industry standards. Use online job boards and websites to review job descriptions of similar positions.

After that, identify the results expected from the position

What do you expect an employee of a specific role to achieve? The expectations from an employee holding the same job title can differ based on the department of the company. For example, the technical writer you hired for the marketing department and the technical writer who works in the research and development department will have two totally different roles and different levels of expertise.

Then, determine the skills, training, and education needed from an employee

Based on the position and the department, the essential skills, training, and experience will differ greatly. You must take time and care to define the specific skills, training, and education required for each employee. This will help uplift the standard of your job analysis.

Finally, define the compensation and benefits applicable to the position

Compensation and benefits are a huge part of the employment package. How much are you willing to pay for the role? What is the salary range for the role within the industry? What benefits and compensation do your competitors offer to employees of similar positions? How do you decide who moves up the salary ladder? The answers to all these questions will be useful for you to make an informed decision that adds value to your job analysis.

Don’t forget to continuously iterate and evolve your work

Great! You have finished your job analysis! But it shouldn’t stop as a one-time thing. With the growth and development of your business, the expectations you have for each position will change. Make a habit of regularly iterating work so you don’t fall behind on the industry hiring trends. This will help you attract more and better candidates for your vacancies.