Job analysis refers to the systematic investigation and research analysis of the nature, responsibilities, obligations, interrelations of various jobs, as well as the knowledge, skills, and working conditions required by the personnel performing those jobs. This process scientifically describes and makes standardized records. The object of job analysis is related information about the job and position, which includes detailed descriptions of job responsibilities and duties, as well as the necessary knowledge, skills, abilities, and other information required to perform these tasks. In projects, job content is generally analyzed through position survey questionnaires to obtain the necessary information and content.
Job analysis is one of the key contents in the development of human resource projects. The role of job analysis can be reflected in three aspects: First, its impact on human resource management work. It plays a role in several areas of human resource management such as human resource planning, recruitment, training, evaluation, performance, compensation, and employee labor relations. For example, what kind of capabilities employees need for certain positions, or what kind of training should be adopted to improve their skills, etc. Secondly, it plays a significant role in job positioning, staffing, and position evaluation. Position analysis provides a detailed analysis of specific positions; different positions correspond to different position values, and the number of people needed for different position works may vary. Therefore, job positioning, staffing, and position evaluation should be based on position analysis. Finally, from the perspective of employees, through position analysis, employees can clearly understand the responsibilities and work tasks of their corresponding positions, and clarify their specific roles and functions within the organization.
The content of job analysis can generally be summarized using 5W+H, namely What, When, Where, Why, How. "What" refers to what needs to be done, clarifying what kind of work needs to be accomplished in the position; "When" refers to when the position's work needs to be completed; "Where" refers to where the position's work is performed; "Why" refers to why this work needs to be done; "How" refers to how to accomplish this work. Through position analysis, even someone who has no prior understanding of the position can comprehend the position's responsibilities, duties, characteristics, and qualification requirements by reading the results of the position analysis (position description).
During the process of position analysis, we need to pay attention to several key points. First, position analysis targets the position itself, not the person holding the position. Second, we should neither exaggerate nor downplay the importance of the position’s work. During the job analysis process, staff members might intentionally increase the workload and intensity of the position to highlight its importance. Additionally, to avoid responsibility for the position, they might intentionally omit some of the position's work content. Such methods should be avoided, and the actual work content of the position should be truthfully reflected.
-- December 4, 2008, 4:51 PM By David Chen
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