Job Analysis’ 101

Is your company or organization looking to re-structure their pay or benefits (especially with the recent economic changes) below you’ll find a knitty gritty overview to get you started in the process, a general job analysis process consists of the following steps:

  • Wage surveys of local companies are conducted in the area in which your company’s facilities are located.

Surveys are conducted to help gage what other companies in your market are paying for some of the same positions found in your organization. These surveys will help HR staff in creating a competitive and fair salary range per job analyzed.

  • Wage and salary guidelines are created based on survey data.

Establishment of wage and salary guidelines helps to ensure that an organization is remaining fair and consistent when employing personnel to positions that are similar in responsibilities. It helps to reduce costly litigation and also helps to attract and retain talent to the company (as long as the company remains competitive to its geographic or industry market).

  • A formal wage and salary plan are selected.
  • With guidance from HR and other management personnel, managers and supervisors develop org charts for all departments within the company to include reporting relationships of all jobs involved.

Organization charts are essential to a company because it is a self explanatory documents that assists all members to understand how the company departments will relate to one another. It also defines clear leadership figures for each individual department.

  • Prepare complete, clear, concise, and straightforward job descriptions to account for each job being performed.

The most critical function of a job analysis process is to come up with clear and concise job descriptions. Failure to do so can result in productive hours wasted by employees who are unsure of what they should be focused on accomplishing, it can also lead to disputes between individuals or teams and can lower morale hence affecting employee engagement negatively and ultimately an organizations financial bottom line.

Job analysis is critical to many businesses, however, the task itself can be time consuming, and may rely on inaccurate survey data. Taking into consideration the overall advantages of using a job analysis process in an organization, such as clearly defined job functions and reporting structures, the level of efficiency and compliance (as regards equal pay among similar jobs and avoiding gender discrimination) that comes from employing a job analysis will outweigh the disadvantages.

As is with all things HR, seek the help of an experienced HR consultant or specialist in your field or industry if you find that there are specifics that are unique to your particular business or organization.

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  • Job Descriptions – The 5 W’s (And The H Too!) | Ernie's HR Project
    10 January 2014 at 3:33 pm - Reply

    […] with employees and line supervisors, for a nitty gritty on how to conduct a job analysis click here. JD’s aren’t permanent, so they can always be revisited and revised in order to meet the […]