Job Analysis Questionnaire: Fill & Download for Free

Job Analysis is the systematic process of studying and gathering detailed information relating to the operations and responsibilities of a particular job. It is the foundation to most HR practices.Detailed information regarding a job would entail collecting data points under the following broad headers:1. Job Description: Duties and responsibilities, Working conditions, machines and tools requirement, social/relationship factors, decision-making authority, etc.2. Job Specification: Qualifications, Experience, Certification and Licensure, Psychological characteristics, social characteristics, etc.To get these data points, a job analyst's toolkit comprises of observation, questionnaire and interviews. The data sources which come in handy for job analysis are the job incumbent, the supervisor/manager, former job holders, subject-Matter-Experts, industry Resources, professional organizations like SHRM, Mercer, Aon.It is hence understood that Job Analysis is the first step to most HR functions, like HR Planning, Staffing, Training, Performance Management, Health and Safety, Rewards and Recognition, Employee Engagement and Legal Compliance.The above should give you a fair understanding of the topic. Please feel free to connect in case of any questions. :)

The Job Analysis is a systematic process of gathering complete information about the job duties and responsibilities required to perform a specific job. The job analysis is concerned only with the job and not with the job holders, but however, the information about the job is gathered from the incumbents.process of job analysis:Identification of Job Analysis Purpose: Well any process is futile until its purpose is not identified and defined. Therefore, the first step in the process is to determine its need and desired output. Spending human efforts, energy as well as money is useless until HR managers don’t know why data is to be collected and what is to be done with it.Who Will Conduct Job Analysis: The second most important step in the process of job analysis is to decide who will conduct it. Some companies prefer getting it done by their own HR department while some hire job analysis consultants. Job analysis consultants may prove to be extremely helpful as they offer unbiased advice, guidelines and methods. They don’t have any personal likes and dislikes when it comes to analyze a job.How to Conduct the Process: Deciding the way in which job analysis process needs to be conducted is surely the next step. A planned approach about how to carry the whole process is required in order to investigate a specific job.Strategic Decision Making: Now is the time to make strategic decision. It’s about deciding the extent of employee involvement in the process, the level of details to be collected and recorded, sources from where data is to be collected, data collection methods, the processing of information and segregation of collected data.Training of Job Analyst: Next is to train the job analyst about how to conduct the process and use the selected methods for collection and recoding of job data.Preparation of Job Analysis Process:Communicating it within the organization is the next step. HR managers need to communicate the whole thing properly so that employees offer their full support to the job analyst. The stage also involves preparation of documents, questionnaires, interviews and feedback forms.Data Collection: Next is to collect job-related data including educational qualifications of employees, skills and abilities required to perform the job, working conditions, job activities, reporting hierarchy, required human traits, job activities, duties and responsibilities involved and employee behaviour.Documentation, Verification and Review:Proper documentation is done to verify the authenticity of collected data and then review it. This is the final information that is used to describe a specific job.Developing Job Description and Job Specification: Now is the time to segregate the collected data in to useful information. Job Description describes the roles, activities, duties and responsibilities of the job while job specification is a statement of educational qualification, experience, personal traits and skills required to perform the job.Stepupstudent.com

Job analysis is the process of studying a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for performance of the job and the conditions under which the work is performed. Job analysis is often confused with job evaluation, but the two activities are quite different. Job evaluation is the process of comparing a job to other jobs within the organization to determine the appropriate pay rate and is not addressed in this toolkit.Job analysis involves collecting information on characteristics that differentiate jobs :· Interaction with others· Work activities and behaviour· Supervision provided and received· Knowledge , skills and abilities.The most effective technique when collecting information for a job analysis is to obtain information through direct observation as well as from the most qualified incumbent(s) via questionnaires or interviews. The Human Resource Manager have to look after all these pointsThe HR department will follow following Job Analysis methods :1. Structured questionnier:2. Interview3. Observation4. Work diary.Use of Job analysis Data :1. Job description and specification:HR uses the job analysis output to develop a job description and job specifications. The job description summarizes and organizes the information for the organization's job-related actions.2. Selection assessment :HR uses job-oriented or task-based job analysis data as a basis for developing these types of assessments because they focus directly on assessing how well job candidates can perform critical work tasks. Other assessment methods focus on measuring KSAs that are required to perform job tasks effectively, such as various mental abilities, physical abilities or personality traits, depending on the job's requirements.3. Compensation decisions:It establishes similarities and differences in job content, and it helps determine the internal equity and relative worth of like jobs. If jobs have equal content, then the pay established for them will likely be equal.