Job analyses are necessary for all organizations as they define the nature of the jobs people are hired to do. Job analyses are the foundation for many other tasks related to human resources functions, including creating job descriptions, selecting the ideal candidates for particular jobs, employee training, and (perhaps most important for the employee) determining compensation. Here are a few ways in which a job analyses may be conducted (Tip Within A Tip: A job analysis does not necessarily have to be conducted by a human resources expert. Take the initiative to analyze your current, defined job description and match that to your actual roles and responsibilities. You may be surprised to learn what your “real” job is.):

• I Came, I Saw, I Conquered (aka observe) – Take detailed notes surrounding the daily activities of employees (or yourself). Look into their accomplishments, the methods they used to complete their assigned tasks, the time it took for them to complete their work, the setting in which they performed their duties, and what, if any, support they were given. By making detailed observations of employees’ daily activities, it will be easy to analyze the nature of their jobs.
• Coffee Talk (aka interviews) – Don’t be afraid to talk to an employee about their role in the organization. Conducting a formal or informal interview will go a long way in determining the nature of their job.
• Look it up on ONET – The occupational information network (ONET), according to their website (http://online.onetcenter.org), “[S]erves as the nation’s primary source of occupational information, providing comprehensive information on key attributes and characteristics of workers and occupations.” Though there is no substitution for observation and interviewing employees, ONET is a good jumping off point for a job analysis.

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