Are you an Employer?    Attract the Best Candidates with Smart Job Postings!
Search HR Resumes
The Largest Collection of Jobs on Earth | HRCrossing
Need Help? Call (800) 680-7345  

Job Seeker Login   Employer Login 

Job Seekers? Try it Now  

Search HR Jobs
Browse HR Jobs
Post HR Jobs
Attention Employers - Only EmploymentCrossing Posts Your Jobs to Over 500+ Other Job Sites. TRY IT FREE!
HR Jobs >> HR Articles >> HR Career Feature >> Job Analysis in Human Resources
  • HR Career Feature

Job Analysis in Human Resources

Printable Version PDF Version Email to a Friend 718 Views
Human resources personnel need to be prepared to modify job specifications and job descriptions on an everyday basis. To achieve organizational success, it is crucial to identify and determine the jobs that the organization needs performed in order to reach its strategic goals. Job analysis is therefore a vital function of human resources.

Job Analysis in Human Resources
Human resource departments must analyze multiple aspects of a company in order to stay in the competition.
What is job analysis?

Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job. Job analysis tells the human resources personnel:
  • the time it takes to complete relevant tasks
  • the tasks that are grouped together under a single job position
  • the ways to design or structure a job for maximizing employee performance
  • the employee behavioral pattern associated with performance of the job
  • the traits and attributes of a proper candidate for the job
  • the ways the data can be used to develop human resource management
What is the need for job analysis?

Three major factors create the need for job analysis:
  • statutory concerns, such as equal employment opportunity
  • responses to business competition—recruiting and retaining talent
  • technological changes that create new jobs and render others obsolete
What are the uses of job analysis information?

Job analysis information is used in human resources on a regular basis to define:
  • Job description: A job description gives an account of the work and duties associated with a particular job. It describes the way the job is performed currently. Most job descriptions contain the following information:

    • the job name
    • summary description of the job
    • a list of duties for the job
    • a list of organizational responsibilities related to the job

  • Job specifications: Job specifications define the characteristics of the activities associated with the job and given in the job description. They describe the skill sets and qualifications that a candidate for the job should possess.

  • Job classification: Job classification groups similar jobs into classes and families. This simplifies the overview for managers and is essential for streamlined functioning of an organization.

  • Job evaluation: Job evaluation involves finding out the monetary worth of a job and helps to set up equitable pay structures.

  • Job design: Job design integrates employee needs with productivity needs to maximize worker efficiency.
The conclusions draw from this data will often be:
  • Identifying training needs of personnel
  • Creating recruitment strategies
  • Making performance reviews
Without proper job analysis by the human resources department, it is difficult for any organization to remain competitive and be able to attract and retain talent.

On the net:

HR Guide to the Internet


Job Analysis

If this article has helped you in some way, will you say thanks by sharing it through a share, like, a link, or an email to someone you think would appreciate the reference.

Popular tags:

 Job design  functions  collects  organizations  basis  structures  businesses

Facebook comments:


Comment not found for this article.
add comments

Related articles

 Finding, Applying for, and Getting a Job from Human Resources Openings That You're Qualified For
 Improving Employee Performance by Giving Recognition
 Building Your Career in Human Resources: Walking the Tightrope
 Fighting the Vulnerability of a Human Resources Job
 Internal Strategic Consulting in a Human Resources Job
 Gilda Chan: Human Resources and Benefits Manager for Jenny Craig, Inc.
 Workplace Stress and the Human Resources Professional
 Human Resources: Responding to Trends in Group Health Plans
 The Future of Human Resources Software - Probably!
 Going HR? How to Gear Your Resume toward Human Resources Jobs

You Have Exceptional People Skills, Strong Organizational Capabilities, are a Master at Helping Others and Deserve Approval

Top jobs are scattered on the websites of tens of thousands of companies, organizations and other job boards. It requires creativity to bring everyone together: Through research we are able put these jobs in one place and give you the ability to see a variety of jobs you would not see elsewhere.

Other job sites only show you jobs that employers are paying to advertise. We believe this creates tension and discord and that every job should be in one place. We do not accept any money from advertisers for job postings so that we can research and provide you with unbiased research about every job opening in the market. We give you the resources to analyze your career options in a creative and imaginative manner.
Tell us where to send your access instructions:

Your Email:     
total jobs
on HRCrossing
new jobs this week
on HRCrossing
total jobs
on EmploymentCrossing network available to our members
job type count
on HRCrossing
top 5 job searches

Your privacy is guaranteed. We will never give out, lease, or sell your personal information.