Why is Job Analysis so important and yet, so very very painful? Ask any HR Practitioner if they would rather; a) do a complete job analysis for every single position in their organization or b) have dental surgery performed without any anesthesia or freezing agent? Absolutely guaranteed that the answer will always be the latter. Job Analysis may not be fun, but it is a crucial step to ensure organizational success.
Job Analysis is a fundamental tool that every HR practitioner must understand and/or use at some point throughout their career. It provides a cornerstone to ensure that job specifications are built from a neutral perspective, job descriptions can be created, effective recruitment processes can be built and put into place, and good decisions can be made based on good processes established from the beginning.
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Good job analysis resources are available through an number of live websites including, the one provided above. There are not a lot of varying opinions about the need for job analysis. This is one area of HRM where the ‘just do it’ approach comes into play. What may be an on-going concern for the HR Practitioner, however, is access to useful tools, methods and processes when taking on the task of Job Analysis.
Given how critical job analysis is, especially when related to formulating a recruitment strategy, why are there limited professional perspectives on effective job analysis?
- How do we, as HR professionals, ensure that we fully comprehend the importance of this approach?
- How do we explain and use job analysis effectively when we engage with hiring managers as partners throughout the recruitment process?