How does job analysis differ from job descriptions?

In summary a job description is a list of the general tasks or functions and responsibilities of a position. A clear well developed position outline is essential for defining the actions and conduct of people against the requirements and expectations of the role.

The aim of a job analysis therefore is to define and outline the common duties, or tasks, performed on the job, as well as descriptions of the skills, personality, experience, career aims and team fit required to perform the role, which in turn becomes a documented position description. In addition, a properly conducted job analysis can uncover tools and technologies commonly used in the position as well as a number of other elements that define work performed in the position.

What are the benefits of conducting a job analysis in your business?

In the field of Human Resources, effectively developed employee job descriptions which are based on thorough analysis are communication tools that are significant in influencing your organisation's success.

Poorly written employee job descriptions, on the other hand, add to workplace confusion, limit communication, and make people feel as if they don't know what is expected from them.

Well constructed job descriptions will:

• when recruiting tell the candidate exactly what you want in your selected person
• help organisation employees, who must work with the person hired, understand the boundaries of the person's responsibilities
• provide an opportunity to clearly communicate your company direction and demonstrate where the person fits inside the big picture
• assist in covering all your legal bases
• provide management support by defining clearly the expectations you have for people which in turn defines the actions required to meet those expectations