JOB ANALYSIS

Maybe done either formally or informally.

Most often it is done informally with a very general knowledge of the
expectations of the employee and the working relationship of the employee
with fellow employees and the management.
A formal job analysis involves observation and measurement of tasks and
relationships with others and a thorough documentation of the information
gathered.

When performing job analysis, the following must be considered:

1. Working conditions- should be analyzed. It includes physical environment.
(examples: Temperature, lighting, noise level, physical requirements such as
whether or not the employee is working alone)
2. Task analysis- The actual task performed should be evaluated to determine
the amount of time required to perform or whether it needs space, equipment
etc.
3. Technology- The instrumentation or other equipment, including computers
used in the performance of the job should be listed along with any special
requirement or skills needed to operate them.
4. Scope of labor- The level of employee who can and should be evaluated. It
may be necessary to adjust the skill level to the availability of the required
employees.
5. Legal issues- The legal requirements for specific licensures or training
should be included.
6. Interaction with co-workers- The method and extent of the interaction of
the employee should be evaluated both in terms of efficiencies and ensuring
that the skill mix and communications with co-workers is adequate.
Job description

Purpose:
1st- it documents the characteristics of the job.
2nd- it documents the requirements of the candidates.
The job description also referred to as a work or position description, should
be concise yet thorough.

Format for a job description

1. Job title and classification- the specific title of the position should be stated. This
includes the name of the position and the level of position.
2. Exempt status- The description should indicate whether the employee is exempt
or non-exempt.

3. Education/Experience- Should indicate the specific level or range of education

required to perform the job.
4. Knowledge- It should be spell out the specific skills required to perform the job.
5. Duties- It should list specific duties and tasks to be performed. The extent of
detail will depend on the complexity of the job and the number of tasks to be
performed.
6. interactions- should indicate with whom the employee will have interaction,
whether daily or periodic.
7. safety- should clearly indicate what possible exposures the employee may
encounter.
8. Reporting lines- should indicate the line of authority and where the employee falls
in that line.
9. approvals- should be reviewed and have approval signature of the person who
wrote the description.