Conducting a job analysis

The video at the top of this step has no audio. It’s a visual representation of a checklist and a nice representation of where we are heading in the course.

Successful recruiting means, clearly outlining each job. This involves conducting a thorough job analysis.

An analysis can help in three general ways, it can:

1. Ascertain whether the position is still required.
2. Identify the ‘gaps’, e.g. knowledge, skills, and attributes missing.
3. Determine the changes needed to accommodate new directions, technology, etc.

One outcome of a successful job analysis may result in a revised job description that better reflects the organization’s future direction.

No matter what the outcome, taking the time to analyze the position is important. Personnel involved in a job analysis may include relevant managers, department leaders, supervisors, and technical specialists.

When analyzing a position it’s important to address the following points:

• future human resource needs of the organization
• future direction and plan of organization
• resources needed to achieve objectives and targets
• overall staffing needs for the organization
• role changes and developments
• knowledge, skills, attributes, and competencies required
• alternative options for filling the position
• budget constraints.

It’s not uncommon for organizations to actively recruit candidates before properly identifying their hiring needs.

This can lead to inefficient time management as the job description will most likely change during the process. This will result in the hiring manager interviewing unqualified candidates.

Workforce planning

A broader workforce review may be triggered when a vacancy occurs. Workforce planning is the process of anticipating future staffing requirements and matching Human Resource Management with strategy.

From time to time departments may need to re-shape or re-invigorate their workforce to accommodate changes in demand, modifications in direction, and economic conditions. Workforce planning takes into account projected budget forecasts, retirement, resignation, and career plans of existing staff, and estimates of voluntary and involuntary turnover.

It is a large process, usually undertaken by HR personnel together with line managers. Learn more about workforce planning in our course coming soon: Workforce Planning: Research and Implementation. Open this link in a new browser and add the course to your wishlist when it is available.

If a workforce review were to take place, this would impact when and what is included in your job analysis.