The Problem

Are you unsure what your people are doing? Are people not performing and doing the work as expected? Are individuals stressed at work or overloaded?

The Solution

The purpose of Job Analysis is to analyse and identify the requirements of a job and the work undertaken. The process identifies and documents the knowledge, skills and behaviours required for the position. It identifies the competencies required to undertake the work.

Job analysis is an important starting point before other strategies are undertaken. If an accurate analysis or profile is not done, than further attempts to improve and organisation’s or individual’s performance, may not be targeted and consequently, be futile. Job analysis is an important first step for writing a job description, performance management, designing training programs, training needs analysis (TNA), organisational and training plans. Job analysis is important for coaching, recruitment/personnel selection, training, and for remuneration and reward.

A variety of techniques or methods can be used to analyse the job. Depending on the industry, the nature of the organisation, its work culture and workforce, techniques used may include: direct observations of the work performed, questionnaires, face-to-face interviews, or different group techniques/facilitated workshops eg. Focus groups, Functional analysis or DACUM.

WorkForce Management Consulting (WFMC) can help you undertake job analysis.