Job Analysis vs Job Description
Job analysis and job description are concepts very closely related to one another. Job description is one of the two components that make up a job analysis. In order for a proper job analysis to be done, a comprehensive job description needs to be written up. Despite their similarities, there are a few differences between them. The article clearly explains each term and shows how these concepts are similar and different to one another.
Job Analysis
Job analysis involves the evaluation and analysis of a job, in terms of the tasks, responsibilities, skills, tools, knowledge and expertise required to fulfill the job requirement successfully. These factors help determine the demands of the specific job and the skills and abilities that the employee must possess in order to complete the job successfully. Job analysis aids in creating job descriptions, selecting and recruiting employees, training and development, conducting performance evaluations, etc.
Job analysis will help the firm to identify the perfect job for the individual, or the right individual for a specific job that has special demands. Job analysis will also help the HR managers determine what compensation should be paid to the employees, help in assessing gaps in training, and can result in better policies to fulfill the overall organizational goals. There are a number of ways in which job analysis can be done. This includes observing the individual at work, conducting interviews (individual and group), questionnaires and using various logging methods such as diaries and other records.
Job Description
A job description is a statement that lists out the various duties, tasks, responsibilities that are to be carried out when performing a specific job. A typical job description will include information such as the title/designation, location of job, duties and tasks to be performed, responsibility and level of authority given in the job, qualification and skills required, relationships that the specific job has with other jobs in the firm, and the working environment and conditions required to perform the job. Job descriptions can be crucial to a firm as it helps with a number of HR related aspects.
A well written job description is helpful in supervision and in allocating work, aids recruitment and selection processes, assists in human resource and capacity planning, useful in performance evaluation and appraisal, helps in deciding remuneration packages, helps identify training requirements, and helps to carry out such training and development programs.
Job Analysis vs Job Description
Job analysis and job description are quite similar to one another as they both are concepts that are useful in analyzing and in understanding the various components of a specific job. Both job analysis and description have an effect on human resources planning operations. Job analysis contains two components; job specification and job description. This means that job description is a part of job analysis, as it is important to understand the job and its various components before the job can be fully analyzed. The major difference between job description and job analysis is that job description covers only one component of the process of job analysis as job analysis also includes job specification, which is a statement of the minimally acceptable human qualifications that are required to complete the job successfully.
Summary:
Difference Between Job Analysis and Job Description
• Job analysis and job description are concepts very closely related to one another, and both job analysis and description have an effect on human resources planning operations.
• Job analysis involves the evaluation and analysis of a job, in terms of the tasks, responsibilities, skills, tools, knowledge and expertise required to fulfill the job requirements successfully.
• A job description is a statement that lists out the various duties, tasks, responsibilities that are to be carried out when performing a specific job.