2.3 Procedure for Job Analyses

Vocabulary-style flashcards covering the six steps of Rothmann and Cooper's job analysis procedure and the components of job descriptions and job specifications.

Choose the Analyst

Decide whether an internal or external person will conduct the analysis, balancing accessibility and objectivity.

Get an Overview

Understand all jobs in the organization, using tools like organizational charts.

Define the Purpose

Decide how the information will be used—e.g., for creating tests (focus on tasks) or evaluations (focus on key behaviors).

Select Jobs to Analyze

Focus on representative roles to make broad insights possible.

Pick a Method

Choose from observation, interviews, questionnaires, critical incident technique, or diaries.

Prepare Results

Use the findings to create clear job descriptions and specifications.

Job Description

Outlines the role itself, including the job title, summary, key performance areas, equipment, and environment.

Job Title

Name of the role (e.g., Sales Manager).

Summary

Brief overview of the job’s purpose.

Key Performance Areas

Main responsibilities or tasks.

Equipment

Tools or technology required for the job.

Environment

Working conditions (e.g., office, outdoors).

Job Specification

Outlines the qualifications and attributes needed to perform the job, including education, experience, skills, abilities, and emotional traits.

Education and Training

Required qualifications or certifications.

Experience

Relevant work history or expertise.

Special Skills

Unique abilities needed (e.g., programming).

Physical and Mental Abilities

Necessary physical or cognitive capabilities.

Emotional Traits

Personality characteristics important for the role (e.g., patience).

Difference between Job Description and Job Specification

The job description outlines the role itself, while the job specification details what a candidate needs to perform it effectively.