The job analysis process has the following steps:
1. Identify how the information will be used because that will determine what data will be collected and
how it should be collected. Interviewing and position analysis questionnaire are some examples of data
collection techniques.
2. Review relevant background information, such as organization charts, process charts, and job
descriptions.
3. Select representative positions to analyze because there may be too many similar jobs to analyze, and it
may not be necessary to analyze them all.
4. Analyze the job by collecting data on job activities, required employee behaviors, working conditions,
and human traits and abilities needed to perform the job.
5. Review and verify the job analysis information with job incumbents to confirm that it is factually correct
and complete.
6. Develop a job description and job specification from the job analysis information.
a. Job description
A job description is a written statement of what the jobholder actually does, how he or she does it, and under
what conditions the job is performed. There is no standard format for writing job descriptions, but most
descriptions include sections on:
• job identification
• job summary
• relationships, responsibilities, and duties
• authority of incumbent
• standards of performance
• working conditions
• job specifications
b. Job specification
A job specification is a document containing the minimum acceptable qualifications that a person should
possess in order to perform a particular job. Items typically included in the job specification are educational
requirements, experience, personality traits, and physical abilities.
c. Job evaluation
In Job Evaluation process the worth of job is identified based upon job comparability and according to worth,
importance of job and relative value Compensation is designed and selected.
1. Identify how the information will be used because that will determine what data will be collected and
how it should be collected. Interviewing and position analysis questionnaire are some examples of data
collection techniques.
2. Review relevant background information, such as organization charts, process charts, and job
descriptions.
3. Select representative positions to analyze because there may be too many similar jobs to analyze, and it
may not be necessary to analyze them all.
4. Analyze the job by collecting data on job activities, required employee behaviors, working conditions,
and human traits and abilities needed to perform the job.
5. Review and verify the job analysis information with job incumbents to confirm that it is factually correct
and complete.
6. Develop a job description and job specification from the job analysis information.
a. Job description
A job description is a written statement of what the jobholder actually does, how he or she does it, and under
what conditions the job is performed. There is no standard format for writing job descriptions, but most
descriptions include sections on:
• job identification
• job summary
• relationships, responsibilities, and duties
• authority of incumbent
• standards of performance
• working conditions
• job specifications
b. Job specification
A job specification is a document containing the minimum acceptable qualifications that a person should
possess in order to perform a particular job. Items typically included in the job specification are educational
requirements, experience, personality traits, and physical abilities.
c. Job evaluation
In Job Evaluation process the worth of job is identified based upon job comparability and according to worth,
importance of job and relative value Compensation is designed and selected.
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