It is also called 

(Human Resource Audit) human resources audit

 (Job Study) career study

 (Occupation Analysis) professional analysis

Organizations rely on job analysis to make appropriate decisions regarding personnel management and recruitment, and the outputs of job analysis are considered as the main source for determining performance standards as well as providing information related to employees, identifying training needs and developing them, in this article we will learn about the concept of Job Analysis, its uses and forms 

The concept of Job Analysis:

 It is the process of collecting and analyzing information about a job that exists in the labor market to determine the knowledge, skills and abilities necessary to perform the task effectively and the following areas should be covered in the job analysis:

• Job duties and responsibilities: A list of tasks and responsibilities necessary to perform the job.
• Knowledge and skills: Knowledge, skills and abilities required to perform the job, including educational qualifications.
• Job performance conditions: The physical, social and organizational context in which the function is performed, including the working environment, the tools and equipment used, the social and cultural norms of the workplace.
• Performance criteria: The expected level of performance for the job, including any quantitative or qualitative criteria used to evaluate performance.
• Required behaviors: Specific behaviors required to successfully perform the task, such as communication skills, teamwork, and problem-solving abilities.
• Training requirements: The training required to perform the task effectively, including any on-the-job training or external training programs.
• Supervision: The level of supervision required for the job, including the degree of autonomy and decision-making authority granted to the job holder.
• Salary and benefits: Salary and benefits associated with the job, including any bonus or commission structures and benefit packages.
• Career development opportunities: Career development opportunities associated with the job, including the possibility of advancement or lateral movement within the organization.
• Safety and health considerations: Any safety and health considerations associated with the job, including material demands, exposure to hazardous substances or any other potential risks to the health or safety of the job holder.

When to use function analysis:

• Recruitment and selection: Job analysis can be used to identify the skills, knowledge and abilities necessary for a particular job, which can help design effective job advertisements and select the best candidates for the job.
• Performance evaluation: Job analysis can be used to establish performance criteria, which can help evaluate employee performance and identify areas for improvement.
• Training and development: Job analysis can be used to identify specific knowledge, skills and abilities required for the job, which can help design effective training and development programs.
• Compensation and benefits: Job analysis can be used to determine the relative value of different jobs within an organization, which can help create fair and equitable compensation and benefit packages.
• Job design and redesign: Job analysis can be used to identify opportunities to improve job design, such as simplifying job tasks or introducing new technologies, to make jobs more efficient and effective.

In general, job analysis is a useful tool for understanding the requirements for a job and how it fits into an organization, it can be used in a wide range of HR activities.

How to collect data for Job Analysis:

Job analysis can take many forms depending on the organization and the specific needs of the job. Some common forms of Job Analysis include:

• Job analysis questionnaires: These are standardized questionnaires completed by job owners, supervisors or specialized experts to collect information about the job duties, responsibilities and required skills.
• Interviews: Individual interviews with job owners, supervisors or specialized experts can be used to collect information about the tasks and responsibilities of the job, the required knowledge and skills.
• Observation: Direct monitoring of job owners can be used to collect information about job tasks, material demands and environmental conditions.
• Focus groups: Focus groups can be used to gather information from groups of job holders or specialist experts about the job duties, responsibilities and skills required.
• Serious accident technologyThis method involves collecting information about specific incidents or situations that demonstrate effective or ineffective job performance.
• Job performance data: Analyzing actual job performance data, such as productivity or quality metrics, can help identify the key duties, responsibilities, and skills required for the job.
• Work diary: Job holders can keep a record of their activities over a period of time, which can provide detailed information on the duties, responsibilities and skills required for the job.

The specific model used for job analysis will depend on the needs and resources of the organization, and may include a set of methods for collecting comprehensive and accurate information about the job.

Outputs of functional analysis: 

The output of functional analysis can vary depending on the purpose and scope of the analysis. However, some common outputs of Job Analysis include:

Job description: A written summary of the main duties and responsibilities of the position, along with the required knowledge, skills and abilities.

Job specifications: A written summary of the specified qualifications, education, experience and other characteristics required for successful job performance.

Performance criteria: Written descriptions of the expected level of performance of the job, including any quantitative or qualitative criteria used to evaluate performance.

Training materials: A detailed description of the knowledge, skills and abilities required for the job, which can be used to develop training materials and programs.

Tests and selection proceduresJob analysis can provide the necessary information to design tests and selection procedures that accurately measure the knowledge, skills and abilities required for the job.

Job redesign recommendations: Job analysis can identify opportunities to improve job design, such as simplifying job tasks or introducing new technologies, to make jobs more efficient and effective.

In general, job analysis outputs provide valuable information that can be used to improve organizational performance, enhance employee satisfaction and engagement, and support effective human resource management.

We hope that this article has given a clear introduction to the concept of Job Analysis, its uses and its effective importance for human resources and the organization in general.