Job analysis is the act of creating a very in-depth job description for a specific job. For example, if you're doing job analysis for a cashier, you'll need to list his or her daily roster of duties, from unlocking the cash register to logging in to any computer networks, to totaling receipts and the float at the end of the shift. In job analysis, it's all about descriptions that detail the nuts and bolts of every part of the job. In contrast, job evaluation is all about outlining an employee's performance level in a given job. So, using our cashier example, a cashier's punctuality, attitude, competence, and ability to solve every day work problems might be rated on a scale of 1 to 5, or by a letter grade (A to F), or as good, excellent, or poor.
Generally, both of these tasks will fall under the category of management, although different types of management (such as upper, middle, or lower management) may be held responsible for performing the tasks of job analysis and job evaluation. Usually, lower or middle-level managers will evaluate jobs that are under their direct supervision; higher-level managers may hammer out job descriptions during a job analysis phase.
Often, job analysis may be done before a new position is created, or before downsizing. Job analysis is useful for creating new positions that feature the right series of tasks; it can also help to shed light on whose position tasks just aren't cutting it. Making changes to an organization is much easier when you know exactly what everyone does, and exactly what each job entails.
To learn more about different management tasks and strategies, consider studying management principles at a business college or a typical university; many post-secondary educational facilities offer excellent programs for managers, including traditional MBA degree programs.
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Generally, both of these tasks will fall under the category of management, although different types of management (such as upper, middle, or lower management) may be held responsible for performing the tasks of job analysis and job evaluation. Usually, lower or middle-level managers will evaluate jobs that are under their direct supervision; higher-level managers may hammer out job descriptions during a job analysis phase.
- About job analysis
Often, job analysis may be done before a new position is created, or before downsizing. Job analysis is useful for creating new positions that feature the right series of tasks; it can also help to shed light on whose position tasks just aren't cutting it. Making changes to an organization is much easier when you know exactly what everyone does, and exactly what each job entails.
To learn more about different management tasks and strategies, consider studying management principles at a business college or a typical university; many post-secondary educational facilities offer excellent programs for managers, including traditional MBA degree programs.