23 Facts About Job analysis

Job analysis is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities.

Job analysis provides information to organizations that helps them determine which employees are best fit for specific jobs.

Process of job analysis involves the analyst gathering information about the duties of the incumbent, the nature and conditions of the work, and some basic qualifications.

The measure of a sound job analysis is a valid task list.

Job analysis is crucial for first, helping individuals develop their careers, and for helping organizations develop their employees in order to maximize talent.

The outcomes of job analysis are key influences in designing learning, developing performance interventions, and improving processes.

Job analysis analysts are typically industrial-organizational psychologists or human resource officers who have been trained by, and are acting under the supervision of an I-O psychologist.

Job analysis was conceptualized by two of the founders of I-O psychology, Frederick Winslow Taylor and Lillian Moller Gilbreth in the early 20th century.

One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization.

The general purpose of job analysis is to document the requirements of a job and the work performed.

Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; description of a job; development of performance appraisals, personnel selection, selection systems, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans.

The human performance improvement industry uses job analysis to make sure training and development activities are focused and effective.

Industrial psychologists use job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation.

Professionals developing certification exams use job analysis to determine the elements of the domain which must be sampled in order to create a content valid exam.

Functional job analysis is a classic example of a task-oriented technique.

Job of a snowcat operator at a ski slope, a work or task-oriented job analysis might include this statement:Operates Bombardier Sno-cat, usually at night, to smooth out snow rutted by skiers and snowboard riders and new snow that has fallen.

Job analysis methods have evolved using both task-oriented and worker-oriented approaches.

Regardless of which approach to job analysis is taken, the next step in the process is to identify the attributes—the KSAOs that an incumbent needs for either performing the tasks at hand or executing the human behaviors described in the job analysis.

The checklist is preceded by some sort of job analysis and is usually followed by the development of work activity compilations or job descriptions.

Job Analysis at the Speed of Reality method for job analysis is a reliable, proven method to quickly create validated task lists.

Job analysis enlargement means assigning workers additional same-level tasks, thus increasing the number of activities they perform.

Job analysis rotation means systematically moving workers from one job to another.

Job analysis enrichment means re-designing jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth and recognition.