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Determining salary for a particular role is not as easy as it sounds. It is a lengthy process that includes: conducting market research, understanding organizational compensation philosophy, knowledge of different pay systems, familiarity with laws and regulations relating to compensation, performing job evaluation and job analysis. In this article we will discuss job analysis. Job analysis is the systematic process of collecting information about a job. Basically during the course of job analysis efforts are being made to find everything about a specific job. It includes: requirements, responsibilities, performance criteria, working conditions, skills required, demands and dangers associated with a job.  

  • First step is to look into organizational process assets, organizational documents that are relating to jobs and organizational processes, in order to find relevant information about the job that is going to be analyzed.
  • Interviews of employees take place after the first step is done. They are being asked specific questions about their jobs, duties and responsibilities. Common questions in this regard are: requirements of their jobs & roles, their responsibilities, performance criteria of their jobs, working conditions, skills required for performing their jobs, demands and dangers associated with their jobs.
  • Superiors of the job holders are also interviewed in order to find in-depth information about jobs. Even the clients and customers who interact with employees may also be interviewed for collecting detailed information.
  • Next step is to ask employees to write down about the tasks they perform and the time they spent on performing each task, it is better to do this in routine for one week at least. ‘Desk audit’ is also performed along with this activity. The person who is responsible for conducting job analysis observes employees when they are doing their jobs. He keeps record of what they do and how much time they consume on each task. Important point to remember during the course of this step is to ask employees to include only minimum qualifications required to perform their jobs and essential tasks.
  • Once the collected information that is recoded a review session takes place. The employees who have provided information are asked to participate in this session. During this step many unnecessary details will come in front and be erased.
  • Last step is to compare jobs. Jobs are compared on the basis of their relevant information that is collected during previous steps. Intra departmental and inter departmental jobs are compared. Purpose of comparison is to see that where a job falls on the pay scale/grade.

Job analysis is conducted to collect complete information relating to a particular job; with the help of information that is collected different tasks are conducted. Relative value of a particular job is determined. Work content summary is developed. Salary range/level and pay grade/scale are determined. Job analysis aids to determine that what tasks are of more importance in a particular job. Structure of tasks of a particular job is developed. Information collected during job analysis is also used for developing job description and during the course of job evaluation.