Job Analysis: Definition, History, and Further Reading
Job analysis is the systematic study of occupations or positions in order to determine the essential functions, tasks, and duties that make up the job. This process is used to identify the skills, knowledge, and abilities needed to successfully perform a job. Job analysis can be a valuable tool for job seekers, employers, and academics for understanding and evaluating the requirements of different positions.
Definition
Job analysis is defined as the systematic process of collecting information about a job. This includes examining the tasks, duties, and responsibilities associated with the job, the knowledge and skills needed to successfully perform the job, the working conditions, and the context in which the job is performed. This information is then used to develop job descriptions and job specifications, which are important for job seekers, employers, and academics.
History
Job analysis has its roots in the industrial revolution of the late 19th century. At this time, many organizations were concerned with finding ways to improve the efficiency and productivity of their workforces. As a result, job analysis was developed as a tool to objectively assess the effectiveness of job roles and the skills and abilities needed to successfully perform them. Since then, job analysis has become an important part of the recruitment and selection process.
Further Reading
Modern job analysis has been greatly influenced by the work of theorists such as Frederick Taylor and Elton Mayo. For further information on job analysis, the following articles can be referenced:
Lippman, M. A., & Beal, D. J. (2009). Job analysis: Methods, research, and applications for human resource management. Sage Publications.
Jones, G. R., & Felstead, A. (2004). Job analysis: An essential tool for developing HRM strategies. Human Resource Management Journal, 14(3), 5-20.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.
Gottfredson, G. D. (1981). Circumscription and compromise: A developmental theory of occupational aspirations. Journal of Counseling Psychology, 28(6), 545-579.