Conducting a Job Analysis
To know how to write a job description is fairly simple, but understanding what content to include is more difficult. To ensure managers and HR professionals can adequately complete all components of a job description, an evaluation must be conducted. The foundation of any well-written job description is a thorough and unbiased job analysis that is conducted by a knowledgeable and objective professional.
A job analysis is a detailed process used to gather, analyze, and structure information about a specific job or role within an organization. It is commonly known as the process used to identify a job’s activities and requirements necessary for selecting qualified job applicants, but many people are unaware that there are numerous other uses for the results of a job analysis.
First, and foremost, the results of a job analysis are used to write a job description. Other uses include identifying training gaps, developing internal training curriculums, developing role-based performance appraisal forms, designing departmental and organizational hierarchy structures, and legal job classification mandates, such as exempt or non-exempt FLSA status.
Because a job analysis is the focal point for many organizational activities, it is critical to conduct the analysis thoroughly and objectively. There are three main phases in a job analysis: gathering information, evaluating tasks, and identifying the necessary skills and competencies.
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