Requirements to identify when performing a job analysis
Job analysis refers to a series of steps to amass, probe, and interpret information about the duties and responsibilities of a job so as to understand it better. Job analysis can be done on a vacant position of already filled positions. Job analysis essentially analysis the job and not the person in a particular position.
A complete job analysis needs to identify a number of factors related to the job. A job analysis on a vacant position will at least identify it’s;
The relative importance of the job – It is important to understand how important the position is to the company that is the relative benefits the company draws. Every worker would like to be engaged in a position that positively influences the performance of the company at large, a factor that contributes the intrinsic motivation.
Duties and Responsibilities – Duties and responsibilities constitute what an employee in that position is charged with on a daily basis. Every job is fitted with duties and responsibilities that help the organization achieve its set goals and objectives. As such, one is able to understand the level of commitment that is expected of a person working under such a capacity.
Knowledge, skills, and abilities – These three are the technical requirements of a candidate that the employer pinpoints. They are mainly used by the employer to screen the candidates and gauge the capabilities of each while looking for the best match for the position. It’s important for the applicants to ensure they are equipped with the necessary knowledge, skills, and abilities as they are the basic prerequisites of a job.
Requirements of an ideal candidate – Other than knowledge, skills, and abilities, there are other aspects that an important for an ideal candidate. They assist the company to get the best fit candidate while not ignoring any other important aspects. For instance, due to the nature of work, the company may be looking for a candidate within a certain age bracket, or knowledge of a particular language and so forth.
Compensation and benefits – People will generally work in anticipation of payment at some point. A good and competitive pay package will attract numerous people, while poor pay will discourage many. No one would like to put their efforts into a job that doesn’t pay them as long as it’s not their choice. Therefore the compensation and benefits for a job are an essential requirement to consider in a job analysis.
Reference
Boyd, R. (2008). Staffing the Commons: job analysis in the context of an Information Commons. Library Hi-Tech.
Momanyi, C. O. (2010). Application of job analysis as a human resource management tool in state corporations (Doctoral dissertation).
O’Meara, B., & Petzall, S. (2013). Handbook of strategic recruitment and selection: a systems approach. Emerald Group Publishing.