The Importance of a Jobs Analysis (With Examples)

Job analysis is a common technique aimed at providing detailed information on a worker’s job. A job analysis can help draft a better job description, lead to a safer work environment, help in workforce planning, and is key in performance management. Because it touches so many key HR functions, this article will provide a practitioner’s guide with a full 5-step template on how to conduct a job analysis. We’ll also include multiple job analysis examples throughout the article. Happy reading!

Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. Under NU Values the decision-making in this area is shared by units and Human Resources.

HR Basics: Job Analysis

Why is a jobs analysis important?

A jobs analysis is crucial for defining the requirements of a job and finding the best candidates for a vacant position. A job analysis allows employees and managers to:

Employees can benefit from a job analysis that reveals the areas where they can improve their skills and performance. High-performing employees typically have better job stability and career advancement opportunities. Managers can benefit from a job analysis when making hiring decisions to choose candidates that are most likely to be high performers in that role. Companies can use jobs analyses to hire a talented workforce that results in high sales and customer satisfaction, less employee turnover and positive company culture.

What is a jobs analysis?

A jobs analysis is a thorough and systematic assessment of a position within a company. The three main scenarios in which a professional might perform a job analysis include:

The individual performing a job analysis collects information to determine:

After gathering all the necessary data, you can use that information to clearly define a jobs purpose, responsibilities and qualifications. Note that the job analysis always evaluates the job, not the employee.

Jobs analysis examples

Use these examples for guidance when creating a jobs analysis:

Sales job analysis

Job title: Sales representative, central region
Classification: Full-time employee
Department: Manufacturing
Location: Louisville, Kentucky
Pay Grade: Level III, base and commission

Job requirements

Job duties:

Skills:

Reporting structure:

Employee requirements
Education:

Skills:

Environment:

Certifications and licenses:

Success factors
Increase sales:

Grow sales department:

Entry-level job analysis

Job title: Assistant editor
Classification: Full-time employee
Department: Book production
Location: Raleigh, North Carolina
Pay Grade: Level I

Job requirements

Job duties:

Skills:

Reporting structure:

Employee requirements
Education:

Skills:

Environment:

Certifications and licenses:

Success factors
Improve efficiency:

Business development:

FAQ

What is a job analysis example?

Information obtained from a job analysis can be used to develop performance appraisal forms. An example of a job analysis-based form would be one that lists the job’s tasks or behaviors and specifies the expected performance level for each.

What is the job analysis process?

Job analysis is the process of studying a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for performance of the job and the conditions under which the work is performed.

What are the 5 job analysis methods?

Job Analysis Methods – Survey Method, Interview Method, Observation Method, Record Method, Job Psychographic Method, Job Analysis by Test and a Few Others.

What are the 3 components of job analysis?

When doing so, there are three primary types of job analysis data, namely work activities, worker attributes, and work context.

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