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If you're interested in starting a career in Human Resources or in HR already, one of the key concepts you need to understand is Job Analysis.

I will do a thread later today at 8pm on what a Job Analysis is, how to conduct a Job Analysis. #HR #JobAnalysis
A pleasant evening, and welcome to this thread on #JobAnalysis.

I will share briefly on what job analysis is, the methods involved in conducting one, the probable steps, the uses and stakeholders involved in conducting a Job Analysis. #HR
What really is a job?

A job is a group of related tasks related to similar functions. Simply, it is the collection of duties, responsibilities, and tasks (performance elements) that are defined, specific and supposed to be measurable. #JobAnalysis #HR
So basically, #JobAnalysis is collecting all the data that has to do with a job. All the necessary information required to define the job, and create the job description and job specification. Ok, I will take it one after the other. #HR
#JobAnalysis is basically a procedure through which you determine the duties and responsibilities, nature of the job, the requirements to perform the job (qualifications, skills and knowledge), understand what makes it important, and how it is done. #HR
Concisely, the key information a #JobAnalysis collects are;

-Duties and tasks
-Work environment
-Worktools & equipment required to perform the job
-Reporting relationships - authority (supervisor) & responsibility (subordinates)
-Requirements to perform job #HR
All the information collected on the #JobAnalysis are categorised into 2:

1. Job description and,
2. Job specification

The #JD generally includes duties, purpose (importance), reporting relationships, no. of positions, the title of the job, and working conditions. #HR
The job specification provides details on the qualities required to perform the job. It consists of the characteristics and qualifications that are to be possessed by the person that can deliver satisfactory performance of the #JD. #JobAnalysis #HR
While the #JD list activities to be done, the job specifications are the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.

KSAs include education, experience, skill requirements, personal abilities, and mental and physical requirements.
E.g. of HR Assistant JD:

-Coordinate new employee orientations
-Manage personnel records
-Interview job applicants to obtain and verify information used to evaluate them
-Process & review employment applications to evaluate qualifications or eligibility of applicants etc. #HR
E.g. of HR Assistant #JS:

Knowledge; principles and procedures for recruitment
Ability: communicate (written and oral) so others will understand
Skill: Monitoring/Assessing performance of yourself, other individuals to make improvements
Education: Bachelor's degree etc. #HR
Basically, attached are the key output of a job analysis.
Source: mbaskool.com
So why do we conduct #JobAnalysis?

The information collected is used in all key HR functions such as;

-Recruitment & selection: to decide what sort of people to hire
Performance appraisal: to check if incumbent is delivering on job purpose #HR
Learning: to identify KSAs required to perform the job - and develop job incumbents if they lack any so they can deliver/improve on the performance.

Job evaluation: this involves relating the purpose/worth of the job to the value(salary) it should get. etc. #HR
How do we collect information on #JobAnalysis?

1. Interview the current job holder to know about their tasks & duties, challenges, KSAs, work conditions, reporting relationships, tools and techniques used to perform the job. #HR
To ensure this is not totally subjective to the incumbent, also interview those that work with the JOB.

Those the job reports to, those that report to the job, those that their output/input comes/goes to the job. #HR #JobAnalysis
2. Use questionnaires to collect information related to the duties, responsibilities, work environment, tools, techniques, work conditions of the job. Deploy questionnaire also to parties as shared on the interview method to avoid bias. #HR #JobAnalysis
3. Use the observation approach, where you as the job analyst observes and records the tasks, responsibilities, and duties of an employee performing the job. This includes the methods and skills used by them to perform the job. #HR #JobAnalysis
Be careful when using this method, as every person has a different work style, way of interpreting their tasks - which can involve personal biases.
PS: the #JobAnalysis is always & only about the job, and not the individual involved when collecting information about the job.

It is about the job, not the person.

Any information not related to delivering a satisfactory job performance on a defined job can be avoided. #HR
Thus far, attached is an overview of the #JobAnalysis methods, parties, information collected, uses, and composition; #HR
This is a short thread on conducting #JobAnalysis - to learn more detailed & practical steps - you can engage for training referral.

I have shared a sample Job Analysis form here; bit.ly/2Qy3paJ

Thank you for your engagement & time. I am open to answering questions.
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