What is Job Analysis?
Job Analysis is the process of identifying and determining the tasks and requirements that are necessary for a given job. The process considers the purpose or reason for the job, the essential functions or the job duties which are critical to the performance of the job, the frequency and duration of each task, the environment in which the tasks are performed, the job qualifications or skills an individual must possess to perform the essential functions, the equipment used to complete the task, etc.

The result of job analysis is the description or specifications of the job, not the individual who fills the particular job.

If you are interested in conducting analysis of a position(s) in your company, please click here to download a standard Job Analysis Questionnaire.

What is a job description?
As a result of the job analysis process, a job description is created which provides a list of responsibilities and functions that are required for the given job. The job description should be clear and specific and accurately set forth the essential functions of the job.

A well written and properly used job description will be most effective in communicating what is expected of an employee and helping to avoid the issues that evolve around the employee not understanding their job duties, their inability to perform them, or unwillingness to perform the job duties. For this reason, it is recommended you not only provide a job description but also ask applicants/employees to sign an acknowledgment form stating they have read and understand the job description.

You ask, "Are you required to implement job descriptions?" An employer is not legally required to have job descriptions for the positions within the company. However, several reasons exist as to "why" it is a good idea to implement and provide the applicant/employee a description of the particular position. The following reasons exemplify some of the uses a job description may have before and during employment:

• creating the advertisement for the position
• conducting the interview with an applicant
• making a decision to hire
• providing the employee with guidance regarding job duties
• assessment of return-to-work capabilities when the employee is receiving medical treatment
• performance evaluations
• performance coaching or counseling
• making termination decisions, etc.

Job descriptions do serve a significant role in your organization and with the click of a mouse you have hundreds of job descriptions available that may be quickly customized for your company. These detailed job descriptions are thoroughly written and comply with the American with Disabilities Act of 1991.

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