Job Analysis: Purpose, Principles, and Methods

This article explains the purpose, principles, and methods of job analysis. It highlights the importance of job analysis in decision making and hiring the right candidates. The article also includes a short report to the head of department and a plan for carrying out the job analysis. It covers the subject of human resource management and provides references for further reading.

Job analysis

Table of Contents
Part 1................................................................................................................................................3
Part 2................................................................................................................................................5
Part 3................................................................................................................................................5
REFERENCES................................................................................................................................7

Part 1
Job analysis the kind of process of collecting and evaluating the information about the
content and the human needs of the jobs first stop job analysis the kinds of process which
describe about the organisation of jobs within a job family.
Purpose: The job analysis data is used by the organisation in order to establish and document
competency which are required for the particular occupation. It helps the individual to analyse
about the task and competency which are required to successfully perform the job and provide a
source of legal defence ability of the assessment.
A job analysis is an in-depth examination of the activities, responsibilities, and abilities
required to properly perform a job function. As a result, it should be considered the initial stage
in the hiring process (Bhardwaj, Mishra and Jain, 2021). Human resources staff may explain the
role's demands and establish employer expectations by doing a job analysis; in other words,
everything you need to develop the most accurate job description and generate the best job
advertisement for your recruiting needs. In order to plan your workforce, you need to create the
finest job analysis possible (Chen and Zhang, 2017). Talk to someone knowledgeable with the
position, such as the incumbent and their direct manager, to determine the tasks and
responsibilities necessary for the position. Gather all information on the role's tasks and
responsibilities.
Principles of Job analysis: There are few principles of the job analysis which are required by
the human resources management team to analyse that span of control accountability
responsibility influence and autonomy. These are the five principles of the job analysis which are
related to each other and help the management team to design and effective job so that they can
fulfil the requirements of the organisation
Job Description
Job Details
Job Post : Human resource manager
Company : Tesco
Job Purpose
 To effectively manage human resource activities and personnel management.

 Be enthusiastic and motivated for completing different human resource tasks and
activities.
 To develop personal development plan for employees
Roles & Responsibilities
 To develop HR policies for people working in the organisation
 To maintain effective conflict management plan so that employees will be motivated
 To develop and enhance the employee motivation and satisfaction level
Person Specification
 Post: Human Resource Manager
 Department: HR department
 Key: This shows what is required as an evidence:
 (A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
MBA in HR Experience of working as an
HR manager within any
company for at least 6 months
 Skills or knowledge  Good communication
skills
 Effective management
skills
Manage desirable activities
that will enhance personnel
development s
Short report to the Head of Department
To
The Head of department
This mail is regarding the importance of job analysis within an organisation. It will
include explanation about principle and purpose of job analysis. The process of obtaining and
evaluating information about the context and different needs of tasks, but also the setting in

which they will be performed, is referred to as job analysis. This test is used to calculate career
counselling. The judgement call therefore in area is shared between units and Administrative
Support under Standards. The effective culture of the unit will define the specific internal
development plans. The arrangement of jobs inside a professional employee is defined by job
evaluation.
Methods of job analysis –
 The daily method requires job holders to keep detailed records of their everyday actions.
 Interview method
 Technical conference method
There are few methods of job analysis that is the daily method required job holders in order
to keep detailed records of their everyday actions and another is interview methods in the
technical conference methods these all are different from each other. These all methods of job
analysis as depends on the particular situation and organisation and each of these method is
adopted by the organisation according to their requirement like the interview method is used by
the company when they have to select appropriate candidates for the organisation. Technical
conference that is the kind of method which are used by the organisation in order to select the
particular candidates that are outsiders
Produce a plan showing how you will carry out the job analysis using at least two of the methods
outlined above (include timeframes, steps, individuals involved, etc., this could be presented in a
table format)
Part 2
Undertake the job analysis
 Interview Method: This is a method which is used for managing conversation that helps
in managing the job competencies and develops the new work effectively. This means
data from different employees is taken and provided to the manager and then there is
analysis of this job role. s
 Technical Conference Technique: This means that by using the different scenarios
associated with the management of supervisors, employee’s information and data is taken
for managing the work. There are different managers and supervisors associated with the

job work. Their opinion is taken into consideration for developing effective management
of job analysis.
Part 3
To
Head of line manager
I am writing this mail to inform you about the need to have job analysis method within an
organisation. It allows units to discover job progression routes for employees who want to
enhance their careers and earn more money (DeAngelis and Wolcott, 2019). The many variables
outlined in the Zone Placement Matrix are given a relative value. Using the job analysis method,
all new and current roles will be assigned to a job family and zone. The goal of this procedure is
to allocate jobs to families and zones based on their given tasks, qualifications, and
competencies, as determined by the five criteria in the Zone Placement Matrix (Dierdorff and
Aguinis, 2018).
There are following steps used for managing job analysis -
 Writing the Job Description (1st Step) - A job description is a written method of
reviewing the work to be done as well as the skills, knowledge, and abilities required to
complete the task. Each job includes a description that specifies the position's
responsibilities, requirements, judgement call, encounters, supervisory gotten, and
impact.
 2nd Step: Determine the Job Family - Job families are broad classifications of
occupations. They are made up of employment that are linked by similar vocations or
professions. Some jobs will demand varying degrees of credentials and competences
according to the intricacy of the responsibilities or the area of responsibility (Pilipiec,
Groot and Pavlova 2020). Job Families defines the University of Nebraska Job Families
and provides a brief explanation of each.
 Determine Work Family Zone (3rd Step) - Align the job description of the fresh product
functional to the zone requirements provided in the Zone Placement Matrix to determine
the right zone within the selected project comprises. When making this decision, it's also
a good idea to look at the descriptions of other unit occupations in the work family sector.

 Determine Title (4th Step) - Required to work titles will be utilized in the units to
distinguish positions to the degree that the functional area leadership deems necessary
(Zhang and et.al, 2019). Work titles for jobs that are extremely similar has to be the same.
Summary
Job analysis is known as process for analysing and gathering information and content regarding
requirements for the job role. It is considered that job analysis helps to manage the decision
making in the area of whom to be selected in organisation for working. There is analysis for
human resource manager job role and it provides help to manage relative value that is placed on
differing factors of zone placement matrix. As the manager of company, it is essential to write
mail for explaining all requirements of the candidate that has to be hired. It is very important for
the organisations to provide the appropriate information about the job so that they can hire more
talented people in the organisation and achieve their goals and objectives in an appropriate
manner. This is a effective equipment which are adopted by the organisation so that they can hire
more talented people in the organisation in order to overcome the problems and get more
competitive advantages.

REFERENCES
Books and Journals
Bhardwaj, A., Mishra, S. and Jain, T.K., 2021. An analysis to understanding the job satisfaction
of employees in banking industry. Materials Today: Proceedings, 37, pp.170-174.
Chen, H.L. and Zhang, Y., 2017. Educating data management professionals: A content analysis
of job descriptions. The Journal of Academic Librarianship, 43(1), pp.18-24.
DeAngelis, J.T. and Wolcott, M.D., 2019. A job analysis to define the role of the pharmacy
preceptor. American journal of pharmaceutical education, 83(7).
Dierdorff, E.C. and Aguinis, H., 2018. Expanding job crafting theory beyond the worker and the
job: Extendiendo la creación del puesto más allá del trabajador y el puestoEstendendo a
criação do posto de trabalho além do trabalhador e do posto. Management Research:
Journal of the Iberoamerican Academy of Management.
Khtatbeh, M.M., Mahomed, A.S.B., bin Ab Rahman, S. and Mohamed, R., 2020. The mediating
role of procedural justice on the relationship between job analysis and employee
performance in Jordan Industrial Estates. Heliyon, 6(10), p.e04973.
Landau, K. and Rohmert, W. eds., 2017. Recent developments in job analysis (Vol. 24). Taylor
& Francis.
Mansour, M., 2020. The relationship between human resources management practices and job
engagement: The mediating role of psychological capital. Management Science
Letters, 10(13), pp.3047-3056.
Pilipiec, P., Groot, W. and Pavlova, M., 2020. A longitudinal analysis of job satisfaction during a
recession in The Netherlands. Social Indicators Research, 149(1), pp.239-269.
Zhang, X., Kaiser, M., Nie, P. and Sousa-Poza, A., 2019. Why are Chinese workers so unhappy?
A comparative cross-national analysis of job satisfaction, job expectations, and job
attributes. PloS one, 14(9), p.e0222715.