Job analysis process

I / Steps to analyze the work

Step 1: Define the objectives of using the analysis information for each job, then determine the most appropriate types of collection of that information.

Step 2: Gather the main information based on the company structure diagram, requirements documents, company authority, departments, workshops, technology process diagram, and above job description (if available).

Step 3: Select the most specific positions and key points to analyze jobs to save time and money, especially when analyzing similar jobs.

Step 4: Apply different methods to obtain information for the analysis of the work, depending on the precision requirements of the information. Depending on financial capacity and types of operations, you can apply one or a combination of these information gathering methods: observation, timing, taking pictures, interview, and questionnaire.

Step 5: Check and verify the accuracy of the information collected. The accuracy of the information collected for the job analysis in step 4 should be verified by the personnel, workers, or supervisors who are in charge of the jobs.

II / Work analysis methods

There are 18 job analysis methods, but the basic method is shown below:

Interview to gather information for the analysis of each position.

Interview for each staff, group interview for a team of staff, interview for supervisors.

The types of interviews to gather information include: interview for each staff, group interview for a team of staff, interview with supervisors.

Questionnaire method

Observation method

Timing method

Job analysis measure based on the evaluation of the implementation of functions.

Measure based on the position analysis questionnaire

Job analysis measure based on technical jobs

III / Analysis of job benefits

Why is it necessary to have the job description?