Job Analysis: Principles, Purpose, Methods, and Plan

JOB ANALYSIS
1
Name
Course
Lecturer
Date

JOB ANALYSIS
2
Part 1
Report to the head of the department
Considering the new IT manager role in our organization, I consider it a very important
process to conduct a job analysis. With the help of job analysis, we as an organization we will be
able to establish the key component required for this new job or role. This will help the head of
the department come up with the job description and person specifications that will help us get
the suitable person for this new role. The job analysis will also enable our human resource
managers and top management in understanding the most important components of individual
jobs, which enable them in decision-related to relationships on every job, IT manager job group
and how these are related to the organization's goals and missions. It will help in describing and
knowing what skills and knowledge that needs to be considered when an IT manager shall be
performing their duties. Job analysis on the new role of IT manager will provide an extensive
and full picture of this position that will later help the organization management in planning and
strategic workforce development as well. (Mayhew 2018)
Principles and purpose of job analysis
The principle of job analysis
Workforce planning and development- to carry out the IT manager job analysis, we have
to consider planning and development plan. This will entail the creation of a framework for the
top management and human resource management. The framework will entail the number of the
IT personnel needed with the leadership of how many managers, their qualifications,
classification and the IT personnel’s distribution that will enable the organization to achieve its
set goals.
Purpose of job analysis
We are collecting and recording data on the new IT personnel job for the purpose of
using it to relate the job with the new employee performance, to determine a certain IT task
worth and also help in determining the training requirements that IT personnel must be exposed
to so that the deliver fully to their specific jobs. The job analysis will also help the recruitment
and selection process. It will be helpful in job evaluation, job designing, making and designing
compensation plans for the IT personnel, performance appraisal analyzing training and
development needs, assessing the worth of a job and increasing personnel as well as
organizational productivity. (Zeepedia 2017)
Methods of job analysis
There three main job analysis techniques.
 Observation method
 Questionnaire method
 Interview method
Choice of the best job analysis method to use depends on the organization structure, levels of
hierarchy, nature of the job, and roles and responsibilities that this job entails. (Markovska 2018)

JOB ANALYSIS
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More than one method can be combined for better results. There exist some similarities and
differences between the three methods.
Similarities
1. All the three methods aim at collecting data on job identity, the knowledge required,
skills required, some special demands and sources of workers for that particular job.
Differences
1. Each method has a different approach. For the observation method, it’s mainly concerned
with worker behaviour. For the interview method, is concerned with gauging the level of
experience and knowledge on the employee. Lastly, on the questionnaires, it’s concerned
with skills that the employees have.
2. The observation and questionnaire method lack a personal or one on one conduct with the
analysts who may be an expert in that job field while the interview has a personal conduct
between the two parties. (Juneja 2018)
Job analysis plan
The following are the steps/ plan of how we are going to conduct a job analysis for the
new role identified within our organization. We used both the interview method and
questionnaire method to get data from experts and some staff members. The evidence is in the
appendix section
Step/ event Details Time frame Individuals
involved
Method used
Collecting
information about
the job
We shall use
the interview
method to get
information
from staff
members on
position
description,
classification
standards and
performance
standard that
the new job
requires.
2weeks
maximum
Subject matter
experts( IT
experts),
Staff members
and
auditors
Interviewing the
individual
involved will be
the best method
to collect this
information
List the task Based on the
information
got from SME
information
2 days maximum SME input Questionnaire
and interview
method will be
used to get some