What is job analysis and what is its purpose?

Question

What will be an ideal response?

Answer 1

• Job analysis is a systematic assessment method for answering the question “What do you do?” in organizations.

• A typical job analysis provides information on the following job factors:
o Functions: A group of activities that allow the job incumbent to accomplish one of the primary objectives of the job. Examples include analyzing financial data, coordinating interdepartmental communications, and supervising employees.
o Tasks: Actions taken by the job incumbent that accomplish a job function. Examples include estimating sales revenue to prepare a budget and monitoring customer service representatives to ensure high standards of courtesy.
o Knowledge: A body of related information that the worker needs to know to perform job tasks. Examples include knowledge of company policies regarding budget procedures and knowledge of the company’s products and services.
o Skills: A group of observable and measurable behaviors acquired through training that the worker needs to perform a variety of job tasks. Examples include skill in planning and prioritizing work activities and skill in listening to others.
o Abilities: A physical or mental competency based on innate characteristics (generally not trained) that the worker needs to perform job tasks. Examples include the ability to stand for extended periods and the ability to lift up to 50 pounds.
o Other characteristics: Interests or personality traits that the worker needs to perform in or cope with the job environment. Examples include the willingness to work night shifts, conscientiousness, and honesty.

• Most job analysis methods involve interviewing incumbents (persons currently in the job) and their supervisors and verifying that information by administering a job analysis questionnaire. The questionnaire asks incumbents and supervisors to rate job tasks on their importance and how often they are performed. Tasks that are identified as important and frequently performed become critical tasks. The critical tasks are then analyzed to determine the knowledge, skills, abilities, and other characteristics that the job incumbent needs to be successful in performing them.

• Job analysis is an important prerequisite to employment testing because psychologists and the court system recognize it as a method for providing evidence of validity based on content.