The Process of Job Analysis:
The Process of Job Analysis include the following four stages. Their details are as under.
Stage 1 Collection of background Information
Stage 1 Collection of background Information
In this stage HR Manager or Job analysis specialist plan for
data collection, decides about data collection techniques, its usage, available
organizational charts and process charts and any previous job descriptions and
specifications. Often such information is available in organization and thus forms
the basis for conducting a fresh job analysis.
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| The Process of Job Analysis by Tahir 2012 |
Stage 2 Selection of a sample unit
In most cases there are many employees in organization who
are carrying out same or relatively similar jobs. Therefore it is wise to
select a sample size which will make job analysis easier and more cost
efficient
Stage 3 Collection of job analysis data
After reviewing the background information and other
relevant data in stage 1& 2, stage 3 involves collection of real data about
jobs. This data can provide useful insight about job and include information
such as required knowledge, skills, behavior, personality, machinery and
physical skills and other interpersonal and intrapersonal skills. After
collecting such information it is wise to recheck this information with workers
and their immediate supervisors which will help to eliminate any errors in
data.
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| Key Parties in Job Analysis and Data Collection by Tahir 2012 |
Stage 4 Developing a Job Description and Job Specification
Based on the information collected via Stage 1, 2 and 3, the
person who is carrying out job analysis is able to develop job description and
job specification.
As mentioned above job description is about writing key
responsibilities, authority, working conditions and other information which are
relevant and important. Job Specification is more about individual who will be
suitable to fill such jobs such as their personal qualification, experience,
knowledge, traits, personality and so on.
Methods of Data Collection:
There are different methods of collecting important
information about job and individuals. Some of the most commonly used methods
are as under.
1.
The Interview
Interviews are most common and easiest method of
job related data collection. In Interviews you directly ask the workers who are
performing that job or similar job either individually or collectively. These
interviews can also include the input of worker’s supervisors.
They can give a
good picture of job since workers are the expert of their work or area and they
know exactly what the job entails, what is its location, what are the key
duties, responsibilities, authorities, problems, limitations, risks, hazards
and also suggestions for improvements.
1.
The Questionnaire
Questionnaire can be used to collect job
related information either in a structured or highly unstructured way. In
Structured questionnaire similar type of questions are asked from many
individuals and their answers are then calculated and based on average you can figure
out about specific job.
Similarly in unstructured questionnaires individuals
have choice to say anything about job and thus the data you get is richer and
qualitative in nature.
1.
Direct Observation
Direct observation is also a useful method of
job analysis data. It is useful because it provide a direct understanding of
what the individual do in their daily job, what are the key tasks, what are the
limitations, problems, hazards, risks, duties, responsibilities, supervisors,
reporting and communication channel and so on.
Direct observation can also be
facilitated by CCTV (Closed circuit television) or other means of technology.
