Job Analysis Report for the New IT Manager Role in the Organization

This report presents a comprehensive job analysis for a new IT Manager role within an organization. The analysis emphasizes the significance of job analysis in defining the key components required for the role, including the development of job descriptions and person specifications. It details the principles and purpose of job analysis, focusing on workforce planning, and the collection of data to align job performance with employee capabilities and training needs. The report outlines the methods employed, including interviews and questionnaires, and provides a detailed plan for conducting the job analysis, including data collection, task identification, competency assessment, and the creation of a job description. The findings include the main tasks, standards, requirements, and skills necessary for the IT Manager, such as cloud-based solutions, data storage, online marketing, and IT security knowledge. The report concludes with recommendations for the management to use the gathered information for job selection and employment, ensuring the best candidate is chosen for the new IT role.

JOB ANALYSIS
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Name
Course
Lecturer
Date

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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)

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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

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got from step
1, we shall list
the tasks that
the IT new role
requires
of the tasks that
can be for the
new role
Identification of
the critical task
The SMEs will
help us in
identifying the
most important
task as well as
rating them for
prioritizing
3 days SME Questionnaire
Identification of
the critical
competencies
Have the
SMEs rate the
importance of
each
competency
and indicate
whether they
are needed at
entry. This will
help us in
determining
knowledge,
skills and
abilities as well
as behaviours
that we need
to look for in
an individual
that seems fit
for our new IT
role
1 week SME and staff
members
Questionnaire
Linking the task
and competencies
Eliminating
tasks that are
not linked to
one another
4 days Experts and
auditors
Interview
Recommend for
job description
The
information
that we will
have gathered
will be directed
to top
3 week to 1
month
Top management,
job seekers
Questionnaire
and interview
method

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managers to
use it for job
description
purpose on the
new IT role
Part 2 (evidence are in the appendix)
With the help of the above plan, we collected data and analyzed it in respect to the new
IT role job in our organization. This data and analysis will help the top management in decision
making concerning who fits the job for the required IT personnel and managers too. We used
two methods, interview and questionnaire to get the most accurate data and also ensure privacy
and confidentiality. From our plan, we conducted the analysis and got the following information.
Considering that we need IT personnel’s with their IT manager, there is some key task that they
shall be conducting, requirements for them to be fit for that role or job, standards they must meet
and skills that they must possess along other. This is a detail of the analysis we had.
Main task and task standard: These are tasks that made us require IT team
 Implementing cloud-based solutions
 Storage of data
 Online marketing of the organization and its product
 Designing and maintenance of a decent organization website
 Identification of opportunities within the organization whereby technology
implementation can be used for services and product improvement as well as
solving challenges
 Ensuring that technology solutions are fully utilized
 Promote automation in almost all the processes within the organization, e.g. in
payroll, patching of data and payments and update of mechanisms.
 Ensuring that use of this technology is not a loophole for exposing the
organizations to risks
 Understand basic legal considerations for IT security and discover what
regulations are applicable
Requirement and skills: after noting the above needs, the next step is to determine the
requirements for one to be able to fulfil our above organization needs related to technology.
There are some qualifications that one needs to have to fit in that job
 Ph.D./masters or bachelor’s degree in computer science, information technology or
similar recognized degree.
 5-year working experience in a similar position
The method used: interviews and questionnaire (explore HR 206)

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Part 3
Brief overview and recommendation
After carrying out the analysis, we concluded that our organization needed to improve its
activities. Improvement of activities meant the introduction of new technology and this
consequently would force us to create a new role for IT personnel’s under the IT manager. The
analysis indicated that our organization needed different levels of technologies ranging from
financial department to the human resource department. It would, therefore, be needful to
conduct job selection and employment and as per the planned analysis, there are main tasks,
requirements and skills to be used. The management can use that information to undertake jobs
selection for the best candidate for this new role or job in our organization.
Appendix

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Questions asked to in the interview
1. Have you ever worked in an IT firm?
2. What skills do you have to prevent information from being leaked out?
3. What is your level of education?
4. How many hours can you work in a day?
5. Describe the duties of your job.
6. Describe your daily routine.
7. What skills do you feel are essential to the performance of your duties
Questionnaire to the SMEs (appeared both in questionnaire and interview)
1. What are some of the performance standards and task required for a new IT personnel
role?
 Ability to automatically process payroll
 Link different department under one system
2. What are the qualifications for the occupations in terms of studies?
 Master’s degree/ relevant bachelor’s degree in IT
3. What are the tasks that will be performed by the IT personnel?
 Implementing cloud-based solutions
 Storage of data
 Online marketing of the organization and its product
 Designing and maintenance of a decent organization website
 Identification of opportunities within the organization whereby technology
implementation can be used for services and product improvement as well as
solving challenges
 Ensuring that technology solutions are fully utilized
 Promote automation in almost all the processes within the organization, e.g. in
payroll, patching of data and payments and update of mechanisms.
 Ensuring that use of this technology is not a loophole for exposing the
organizations to risks
 Understand basic legal considerations for IT security and discover what
regulations are applicable
4. What is your rating on the importance of each task?
Response: the security-related tasks are more important together with data storage
References

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explore HR. "Job analysis." exploring HR. may 6, 206.
http://www.explorehr.org/articles/HR_Planning/Job_Analysis.html (accessed July 25, 2018).
Juneja, Prachi. "Job Analysis." management study guide, 2018: 4.
Markovska, Martina. "The 3 job analysis methods every HR professional needs to know." Career minds.
January 17, 2018. http://blog.careerminds.com/job-analysis-methods (accessed July 25, 2018).
Mayhew, Ruth. "The Importance of Job Analysis." Bizfluent, 2018: 2.
Zeepedia. " JOB ANALYSIS: Methods of Collecting Job Analysis Information, Observation, Source of
Data ." Zeepedia: Human Resource Management. JUNE 12, 2017.
http://www.zeepedia.com/read.php
%3Fjob_analysis_methods_of_collecting_job_analysis_information_observation_source_of_dat
a_human_resource_management%26b%3D33%26c%3D15 (accessed July 25, 2018).