As we know, Job Analysis is a key HR activity which refers to a systematic study of a job to discover its specifications, skill requirements, etc. for wage-setting, recruitment, training, or job-simplification purposes. But what should be the criteria to evaluate the job analysis process of any Organization?
In addition to the question of what professional content needs to be covered, you should also assess the formal quality of the process. The ISO/IEC 3300x series of standards is used here to describe a complete process assessment model. For your purposes, I recommend the ISO/IEC 33020, Process measurement framework for assessment of process capability, which describes how the process capability level is classified according to
Process capability Level 0: Incomplete process
Process capability Level 1: Performed process
Process capability Level 2: Managed process
Process capability Level 3: Established process
Process capability Level 4: Predictable process
Process capability Level 5: Innovating process
Unfortunately, the ISO/IEC standards are not available free of charge.
Job analysis process can be summarized in the following steps:
1. Planning the job analysis.
2. Preparing and Introducing the Job Analysis.
3. Implementing the job analysis.
4. Developing Job Descriptions and Job Specifications.
5. Maintaining and Updating Job analysis. Job Analysis Unit in HR Department is responsible for ensuring that job descriptions and specifications are updated. Employees performing the jobs and their managers play a crucial role when changes occur.
Job evaluation is done by any of the following methods:
- Points rating - Different levels are accorded to the various elements of jobs and then the points allocated to different levels are totaled to get point score of the jobs which forms the basis of pay structure.
- Factor comparison - A comparison of various independent factors of jobs is done and points are given to each factor rank of individual job. These points are then totaled to rank the jobs.
- Job ranking - Job is not broken into factors or elements, rather it is evaluated as a whole and is compared with other jobs to be ranked accordingly.
- Paired comparison - Jobs are compared with each other and allocated points depending on being ‘greater, lesser or equal’. These points are added to create rank order of jobs.
The outputs of job analysis and evaluation are then aligned to the purpose of the project.
Job analysis requires that the organization first conduct a survey of the members of an organization to know the skills gap in the organization.
It is best to identify first the most critical skills needed by the organization concerned. This should received the most financial allocation.
Once this gap has been identified, training design csn be done. After training has been implemented, evaluation of training effectivess has to be conducted.
I would start by looking to understand the link between strategy, organization design and the job analysis process. Without that context, the process will not add value to the business.
Following questions may be useful for the evaluation:
i. Are prepared job descriptions sufficient to describe jobs?
ii. Are prepared job specifications sufficient to describe ideal job holders?
iii. Are the methods used to collect data adequate? Was it possible to collect all the expected data from the method/s used?
iv. Can all concerned understand prepared job descriptions and job specifications adequately?
v. Are the job descriptions for all the jobs in the organisation available?
vi. Are there job specifications for all the jobs?
vii. Are they used for other HRM functions adequately?
Verl Anderson and I have co-authored the book, Strategic Human Resource Management. Our book chapter about “Job Analysis: The Building Block of Human Resource Management” has been downloaded more than 10,000 times—according to Research Gate.
CC
Thank you Cam Caldwell ! I will definitely go through your book while writing my next paper.
In addition to the question of what professional content needs to be covered, you should also assess the formal quality of the process. The ISO/IEC 3300x series of standards is used here to describe a complete process assessment model. For your purposes, I recommend the ISO/IEC 33020, Process measurement framework for assessment of process capability, which describes how the process capability level is classified according to
Process capability Level 0: Incomplete process
Process capability Level 1: Performed process
Process capability Level 2: Managed process
Process capability Level 3: Established process
Process capability Level 4: Predictable process
Process capability Level 5: Innovating process
Unfortunately, the ISO/IEC standards are not available free of charge.
The process is complex and broad as your overall job evaluation is done depending on the markets need and is a positive process.
I think job analysis should be done based on the market and organization's needs. The HR manager should identify the purpose of job analysis first, then conduct a survey based on the needs, thirdly involve the employees in the process and lastly develop an effective job analysis method for his/her organization. Thank you all for your valuable answers!
Please see the following link
https://www.businesstopia.net/human-resource/job-analysis-definitions-methods-process-importance
Best Regards Md Nafizur Rahman
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