Effective job analysis forms the core of a scientifically sound and legally defensible
human resource system. The major goal of a job analysis project is to gather information
about specified jobs within an organization in a comprehensive and systematic fashion.
This information can then serve as the basis for organizational planning and design.
Job analysis information can be collected in a number of ways: interviews, questionnaires, observation, time and motion studies, etc. COHRE generally uses a structured interview method in combination with observation and/or questionnaire follow-up; however, this can be adjusted to meet your organization's specific needs.
COHRE's approach has several advantages, one of which is that it allows for two-way communication to clear up misunderstandings concerning the purposes of the project and allows for employees without strong verbal skills to demonstrate what they do on the job. Interviewing employees enhances the employee feeling of participation and allows for a double check on the accuracy of the information. In addition, the desired products act as check on the job analysis process itself. Finally, the process is amenable; if the organization wishes to change aspects of the analysis, a meeting with immediate supervisors and management can be arranged.
Job analysis can be conducted for many different purposes. Applications to divisions within the field of human resources depend on the types of data that are collected during the job analysis. Some of the uses of job analysis information are:
- Creating Job Descriptions
- Analyzing Training Needs
- Determining Selection Criteria
- Developing Performance Appraisal Systems
- Job Design/Re-Design
- Providing a Basis for Job Evaluation
Updated, accurate job descriptions are the direct product of a job analysis. For the other five fields, job analysis provides information as a basis for developing the systems (e.g., training, performance appraisal, compensation).