Job analysis is a procedure that is part of the
administrative tasks of a company and consists of
determining the responsibilities and obligations of job positions.
From this analysis, it is possible to decide what types of
people should be hired to fill the positions according to their capacity and
experience. The analysis of jobs, in short, is nothing more than the collection,
organization and evaluation of information regarding a job.
the foundation of a company or organization,
the creation of new job positions, the modification of a structure and the
updating of remunerations are situations that lead to the development of job
On other occasions, the need to carry out a job analysis arises from
statements by the workers themselves, when they are not clear on what specific
tasks correspond to them or when conflicts of competence and authority arise
By conducting an accurate job analysis, management is able to
improve its human resource management by being able to hire or appoint the
appropriate workers for each job and set the compensation they deserve.
Among the data to be collected during job analysis are job
activities and processes; the responsibilities; physical actions; the
communication; the machines and tools used; the necessary knowledge; the
rules; and the context.
The administrator of the job analysis program is in charge
of designing the models to collect the data, verify the procedure and ensure
compliance with the execution schedule. But this process cannot
be carried out without the help of certain individuals with very specific
knowledge, who are not part of the human resources staff, but who deeply
understand the skills necessary to put into practice the tasks carried out in
In a company dedicated to software development, for
example, to define the necessary programmer profiles, it is ideal to consult
with someone who has very advanced knowledge in this field, especially if they
are part of the staff, since in that case they can provide relevant opinions to
the personal level of the work groups, which also plays an important role when
defining the profiles.
Along with the advances that have occurred and continue to take place at the
technological level, the expected skills of each worker within a given industry have
changed in recent decades. On the one hand, it is worth mentioning that until
the mid-1990s, in certain areas it was very common for the same person to carry
out a poorly defined series of tasks, for which many different skills were
This was true, for example, in the world of computer animation and
continues to occur in the video game industry, although to a lesser extent than
a few years ago. The lack of experience of the human being in fields of this
nature forced the pioneers to take their first steps without knowing for sure in
which direction they were moving. And it was thanks to the unconditional
commitment of a few, who were willing to sacrifice nights of sleep and weekends
of rest, that little by little the manuals were drafted on which the
current workers are based.
When the needs of a market are not known, accurate job
analysis is impossible, and lack of clarity in a company's vision can be
fatal. Only in some exceptional cases, the intuition and determination of the
employees manage to compensate for the failures of an inadequate selection