The job analysis consists of a procedure that is responsible for establishing various competencies, requirements, obligations and skills that are needed in a certain position and in the same way the quality of the personnel required to be selected for said position position.
With this definition, the knowledge of human behavior can be confirmed, which is fundamental to be able to interpret the behavior of the person and the characteristics that are important so that he can assume a certain position. In this sense, so that the company can know how to select staff, you have to know in depth what you really want to incorporate into your organization.
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Through this type of analysis, important information can be obtained, in order to carry out a adequate description of the position to be held. This job description describes in detail the activities, responsibilities, functions of the supervisor, obligations, the working conditions, the techniques to be used and also all the information that specifically includes the position.
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In this article you will find:
Information on the content of the job analysis
The person in charge of the Human Resources department has to gather information related to the following aspects:
Identification of the position
It is necessary to have knowledge of their name, function and the number of workers who occupy the same position.
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Objectives of the position
Know the mission and specific objectives of the position.
Responsibilities of the position
These are the activities to be carried out by the employees who will assume the position. What are your responsibilities in the production and service presentation.
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Relations with other positions
It is important to take into account the positions that are related to the position to be held, as well as the knowledge of the clients who have contact with the company.
Physical conditions of work
You must be aware of the conditions in which the functions of the position are carried out, such as activities, schedules and occupational risks.
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Compensation and promotion
This includes everything that has to do with salary, incentives and social benefits.
How is a job analysis done?
The general points to carry out an analysis are the following:
- Establish the objectives that the company has with the analysis, to put them to work and thus solve the strategies that the objectives must follow.
- Classify the positions and make an organization chart to relate the different hierarchies. The structure of the various departments of the company, the staff that compose it and who are in charge of its coordination should be studied.
- By clearly having the classification and hierarchy of positions, the objectives, competencies and activities of the different jobs can be easily determined.
- Collect the observed data and do the analysis. For this, the comparison of working conditions, types of contracts and agreements, the physical and mental wear, hours, seniority and remuneration of each of the positions of job.
- A questionnaire can be used to make comparisons and collect data in an orderly manner, data can be obtained from observations and from employees themselves through interviews personal. This will help to easily perform the analysis.
- Track how each of the charges unfolds, how they evolve and transform in a given time.
- Finally, a report is made on the fulfillment of the company's objectives, where each proposal that is necessary in order to improve must be reflected.
Importance of job analysis
The job description It is a necessary document for the selection of personnel, this is because it can influence the way it is classified and the role that it must compensate. It is the basis that serves to establish different expectations of a worker in relation to his evaluation and performance.
This analysis is very important, as it determines what is necessary for the professional development of the applicant. That is why it is necessary to analyze in advance, the development of the description of the number of vacancies in a careful and avoid a rushed process that ends up decreasing the precision of the search.
It is essential that the job descriptions are written in such a way as to provide complete information necessary for applicants who want to contact the company. All required responsibilities and duties should be reflected, as well as experience, training and certification requirements.
In order to reach this level, a deep study of the available position needs to be carried out, which means that the person who is going to perform it must have the necessary professional capacity and that is why one must inevitably resort to analysis.
