JOB ANALYSIS AND THE
TALENT
MANAGEMENT
PROCESS
JOB ANAYLYSIS
The procedure for determining the duties and skill requirements of a job
And the kind of person who should be hired for it
JOB DESCRIPTION
A list of a job’s duties, responsibilities, reporting relationships, working
conditions,
And supervisory responsibilities – one product of a job analysis
JOB SPECIFICATION
A list of a job’s duties, “human responsibilities,” that is the requisite
education,
Skills, personality, and so on – another product of a job analysis
AIM OF JOB ANALYSIS IS TO ANSWER QUESTION SUCH AS
*What is the purpose of the job?
*What physical and mental task does the job holder under take?
*When is the job to be performed?
*Where is the job to be performed?
* What are the conditions required to be performed?
PROCESS OF JOB ANALYSIS
Organizational analysis
Select representative positions
Collect data
Review collected data
Developing job description
Developing job specification
Job Analysis Process
Identification of Job Analysis Purpose: Well any process is futile until its purpose is
not identified and defined. Therefore, the first step in the process is to determine its
need and desired output. Spending human efforts, energy as well as money is
useless until HR managers don’t know why data is to be collected and what is to be
done with it.
Who Will Conduct Job Analysis: The second most important step in the process of
job analysis is to decide who will conduct it. Some companies prefer getting it done
by their own HR department while some hire job analysis consultants. Job analysis
consultants may prove to be extremely helpful as they offer unbiased advice,
guidelines and methods. They don’t have any personal likes and dislikes when it
comes to analyze a job.
How to Conduct the Process: Deciding the way in which job analysis process needs
to be conducted is surely the next step. A planned approach about how to carry the
whole process is required in order to investigate a specific job.
Strategic Decision Making: Now is the time to make strategic decision. It’s about
deciding the extent of employee involvement in the process, the level of details to be
collected and recorded, sources from where data is to be collected, data collection
methods, the processing of information and segregation of collected data.
Training of Job Analyst: Next is to train the job analyst about how to conduct the
process and use the selected methods for collection and recoding of job data.
Preparation of Job Analysis Process: Communicating it within the organization is
the next step. HR managers need to communicate the whole thing properly so that
employees offer their full support to the job analyst. The stage also involves
preparation of documents, questionnaires, interviews and feedback forms.
Data Collection: Next is to collect job-related data including educational
qualifications of employees, skills and abilities required to perform the job, working
conditions, job activities, reporting hierarchy, required human traits, job activities,
duties and responsibilities involved and employee behaviour.
Documentation, Verification and Review: Proper documentation is done to verify
the authenticity of collected data and then review it. This is the final information that
is used to describe a specific job.
Developing Job Description and Job Specification: Now is the time to segregate
the collected data in to useful information. Job Description describes the roles,
activities, duties and responsibilities of the job while job specification is a statement
of educational qualification, experience, personal traits and skills required to
perform the job.
Though preparing job description and job specification are not legal requirements yet play a
vital role in getting the desired outcome. These data sets help in determining the necessity,
worth and scope of a specific job.
Job Description is a summary of job analysis findings that helps managers determine what
an employee is supposed to do when onboard. The purpose of job description depends
on the level of details the job findings include. Job description carried for general
purpose typically involves job identification (title, designation, location) and a statement of
duties and functions of a prospective or existing employee. A specifically carried job
description includes detailed information about the kind of job, how it is supposed to be
performed and what is expected to be delivered. Let’s discuss the general and specific
purpose of conducting a job description process
