The Six Steps of the Job Analysis Process
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List and discuss the six steps in the job analysis process. Your answer should be broken down into six distinct sections/paragraphs.
The first Step in the job analysis process is to “examine the total organization and the fit of each job” (Ivancevich, 2010). This step allows for the organization to better understand how each job and employee expertise may fit into the overall strategy of the company.
The second step is “determine how job analysis information will be used” (Ivancevich, 2010). In this step, the organization will evaluate the best way to utilize the information on each job will be gathered. If the vast amounts of information is not properly organized and gathered, there is potential for key points to be lost. The third step in the process is to “select the jobs to be analyzed” (Ivancevich, 2010). Although a company may use the first two steps in the process to explore and identify the various positions in the company, it is not always necessary to fully analyze each position. The fourth step is to “Collect data by using acceptable job analysis techniques” (Ivancevich, 2010). This step allows the organization to identify the appropriate job characteristics, required personality traits of the right employee, and the needed behaviors to perform the job in the most effective manner. The fifth step in the job analysis process is to “prepare the job description” (Ivancevich, 2010). The information that is gathered in step four is applied in this step. The final step in the process is to “prepare the job specification” (Ivancevich, 2010). This will provide guidance in recruitment and in the selection of candidates.
List and discuss the six steps in the job analysis process. Your answer should be broken down into six distinct sections/paragraphs.
The first Step in the job analysis process is to “examine the total organization and the fit of each job” (Ivancevich, 2010). This step allows for the organization to better understand how each job and employee expertise may fit into the overall strategy of the company.
The second step is “determine how job analysis information will be used” (Ivancevich, 2010). In this step, the organization will evaluate the best way to utilize the information on each job will be gathered. If the vast amounts of information is not properly organized and gathered, there is potential for key points to be lost. The third step in the process is to “select the jobs to be analyzed” (Ivancevich, 2010). Although a company may use the first two steps in the process to explore and identify the various positions in the company, it is not always necessary to fully analyze each position. The fourth step is to “Collect data by using acceptable job analysis techniques” (Ivancevich, 2010). This step allows the organization to identify the appropriate job characteristics, required personality traits of the right employee, and the needed behaviors to perform the job in the most effective manner. The fifth step in the job analysis process is to “prepare the job description” (Ivancevich, 2010). The information that is gathered in step four is applied in this step. The final step in the process is to “prepare the job specification” (Ivancevich, 2010). This will provide guidance in recruitment and in the selection of candidates.