Essay on Job Analysis

Published: 2021/12/02
Number of words: 1684


Job analysis is the process of identifying and determining the tasks and duties of a given job. A job analysis is done to craft a good job description. it also helps to prepare the employees on what expectations to have about the job by defining clear tasks and objectives to avoid misunderstandings and provide the employee with a sense of direction. Job analysis helps determine the right fit for a job, to access the performance of the employee, and to evaluate if the employee is delivering a specific job (Hoffmann, 2018). It helps establish that job tasks, level of experience, specify the performance level and the working conditions. Well-structured job analysis helps create a detailed description of the roles and responsibilities for the employees and the entire organization. Job analysis helps employers qualify the candidate and review the expectations and the outcome required for the job. This activity is carried out to determine the placement of jobs and the context of job performance.

Principles and Purpose of Job Analysis

Job analysis helps in identifying particular skills and requirements that are necessary for a certain position. The purpose of a job analysis is to establish what entails the job at hand as well as the duties and conditions of the job. It is a fundamental resource for the management including performance evaluation, compensation, and training. It also establishes and documents job-related competencies, establishing a legal basis for the assessment and selection of the candidate. (Hoffmann, 2018). Job analysis helps determine the nature of the individual required to perform a certain position, it also checks whether the duties or objectives of a certain job are being met or not. A job analysis is also used in analyzing the production of an employee and qualifies accordingly. The vital role of this activity is to deciding the worth of the job and streamlining the human efforts hence increasing the output.

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Compare and Contrast Methods of Job Analysis

A job analysis can be conducted using different methods. Some of these methods are observation, questionnaires, and interviews. Questionnaires are mailed to the respondents to be answered in a specified manner since a questionnaire consists of questions in a written format either open-ended or close-ended while an interview is a to one communication where respondents and the interviewer participate in a question and answer session directly, this questions administered in an interview are always open-ended (Semmer,& Zapf, 2017). While questionnaires can collect information from a large number of people, the interviews collect information from a small number of individuals compared to questionnaires.

On the other hand observation method involves the researcher makes themselves as a part of the community doing the observation, this method can help the job analyst learn more about the job at hand over a specified amount of time. In observation, it is allowed to use some tools like include a video which is best for recording non-verbal interaction. An interview is subjective while a questionnaire is objective (Semmer,& Zapf, 2017). All these methods collect information about certain research. These methods can be used to gather, analyze and measure information on variables of interest. These methods are used to provide fact-based information about a job including both the internal and external factors. They also help obtained first-hand information about the job being analyzed.

Job Analysis Plan

For the purpose of conducting an outstanding job analysis, I will have to follow the latter various effective steps which start gathering effective data through the use of questionnaires. The questionnaires will be distributed and answered by the employees which will require them to answer various questions concerning their job descriptions. That will help in comparing the results of the employees based on the questions and expectations of the organization. Then I will have to conduct an interview that will involve the workers for the purpose of asking specific questions. The questions will be based on their job duties and specific responsibilities which they have been given to them by the organization. Apart from that will have to demand an effective log sheet from the workers. The log sheet will have to contain information based on every task there have been involved in, the period they have spent to finish it and it should cover at least two weeks of full-time working (Nenoff, & Mowry, 2015).

Apart from that, I will have to effectively gather more information but through the observation method. That will help me to complete the desk audits via observing the workers in the process of working as I record everything they are doing which is helpful either positive or negative. That will help in noting the time they take to complete their task, the skills and knowledge which they have, areas which they are better in and areas which they are poor in. on the other hand I will have to conduct another interview but have the organizational leadership which will include the managers and supervisors as well as clients and employees who have been interacting directly with the managers and supervisors. After that, I will have to compare the jobs based on the job family and grades for the purpose of determining the area where it falls in terms of payment scale (Nenoff, & Mowry, 2015).

Job Analysis

In terms of the actual job analysis, I had to conduct a meeting with the leadership of the organization for the purpose of getting to fathom the goals and objectives of the organization. Apart from that, I also used that opportunity to grasp the manner in which they have aligned the employee’s goals and objectives with those of the organization. After grasping the expectation of the organization towards the workers, I had to conduct an interview with an incumbent for the purpose of getting more information about the employee, supervisors, managers, and the entire organization before making my conclusions (Hofer, 2018).

I had to ask the incumbent various questions that he answered best to her knowledge. The first question was, for how long have you worked for this organization, and how many positions have you worked since joining the employee’s team? She said that she has been working for the organization for the last six years and she has been changed to two different positions but under the same working level. What are the greatest challenges have you faced since you joined the organization? She was able to be open and talk about personal decision-making when it comes to additional creativity without consulting the line managers or supervisors. What is your greatest weakness? In terms of the weakness, she said she was weak in solving conflict which involves her leaders since she feels she does not have enough courage to correct her leaders due to fear of creating grudges with her leaders (Hoffmann, 2018).

Interpretation and Recommendation of the Job Analysis

The entire process of job analysis went well from the first to the last step. I was able to gather more information showing the strength and weaknesses which is available in the organizational departments among different employees and also with the management of the organization. That was based on the skills and knowledge which the employees portrayed when performing their tasks in the organization. With that kind of information, the organization can be made better and become effective when it comes to competition with its rivals in the market. That is because it will be able to gain a competitive advantage after correcting various mistakes which it has hence mitigating any arising challenges in the organization (Brooks, 2021).

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Due to that, I would like to recommend the organization to consider rewarding the employees in different ways such as offering prizes, and mostly promotion of the employees since it shows a sign of growth to them which also enhances their courage to do better and feel valued. Apart from that, the organization should also consider the autonomy of the employees when it comes to the application of creativity and innovation for the benefit of the organization without making mistakes or lowering the level of production or the quality of products. That is because it helps the employees to have positive internal competition based on creativity and innovation which help in making an organization more unique and outstanding compared to its rivals in the market. Through that, the employees feel to have a sense of belonging and the organization can easily gain a competitive advantage over its competitors (Brooks, 2021).


Job analysis in an organization is very significant due to the effectiveness of the role which it plays for the benefit of the organization, clients, and employees. That is because it helps in making an organization better, helps the employees to get what they expect from the organization, and has a comfortable working environment (Nenoff, & Mowry, 2015).On the other side, it helps the customers in terms of ensuring their needs are met and their voices are listened to. That is because it helps in correcting mistakes and combating challenges in an organization in terms of solving effectively the problems which are being faced by the employees, customers, and the employer.


Brooks, N. (2021). How to undertake effective record-keeping and documentation. Nursing Standard36(4), 31-33.

Hofer, E. (2018). Step 6: Present the analysis and interpret its results. The Uncertainty Analysis of Model Results, 265-271.

Hoffmann, A. (2018). Purpose is a direction – and the power of ‘job-crafting’. Purpose & Impact, 115-120.

Nenoff, T., & Mowry, C. (2015). Develop plan for analysis of the effluent from GCM production.

Semmer, N., & Zapf, D. (2017). Validity of various methods of measurement in job analysis. Recent Developments in Job Analysis, 67-78.

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