Job Analysis

Job analysis is a systematic method used to examine and document the work situation in an organization. It serves as an umbrella concept for several sub-analyses, each aimed at understanding different aspects of a job to determine the requirements for successful performance. These analyses collectively form the basis for numerous HR functions, including job evaluation, recruitment, training, and performance management.

Sub-Areas of Job Analysis

According to modern job analysis frameworks, the process includes four core sub-analyses:

1. Task Analysis
   Focuses on identifying and breaking down tasks from an organizational perspective. It determines the fundamental activities and associated performance requirements.

2. Condition Analysis
   Examines the work environment, including the structuring of work processes, tools used, and the conditions under which tasks are completed.

3. Role Analysis
   Investigates the interpersonal dynamics of a job—how the jobholder interacts with colleagues, supervisors, and external partners.

4. Requirements Analysis
   Synthesizes findings from the above areas to define the qualification requirements needed for the job. These are often presented as requirements profiles or used in requirements forecasts.

Note: The process is inherently interpretive; qualification criteria are not strictly derived from tasks but often emerge from negotiation among stakeholders.

Methods of Job Analysis

Job analysis methods can be classified into three main categories:

• Non-standardized methods:
  Include job descriptions, free reports from jobholders, document analysis, and direct task performance by analysts.

• Semi-standardized methods:
  Include interviews, work diaries, critical incident techniques, and structured observations.

• Standardized methods:
  Utilize questionnaires, checklists, and structured interviews to collect consistent data.

These methods are often combined to build a comprehensive understanding of job requirements.

Types of Job Analysis Procedures

1. Non-psychological, technical-ergonomic analyses
   Focus on improving workflow efficiency and working conditions, e.g., movement studies, workload assessments, and ergonomic evaluations.

2. Psychologically oriented analyses
   Aim to describe employee behavior in a structured way and are categorized into:

   • Task-oriented approaches:
     Use job-holder tasks as the basis (e.g., Supervisor Task Description Questionnaire).

   • Behavior-oriented approaches:
     Focus on observable behavior (e.g., Position Analysis Questionnaire (PAQ), Ergonomic Procedure for Activity Analysis (AET)).

   • Personality-oriented approaches:
     Emphasize traits and abilities required for efficient performance.

By using a multi-method, multi-perspective approach, job analysis provides the foundation for evidence-based human resource decisions.