---
title: "How to Conduct a Job Analysis: Part 2"
---

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# How to Conduct a Job Analysis: Part 2

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## Inside this white paper:

- [Job Analysis Part I](https://resources.erieri.com/whitepaper/how-to-conduct-a-job-analysis-part) was a refresher for individuals who are familiar with job analysis. This follow-up paper, Job Analysis Part II, is intended to provide more insight and instruction for those new to job analysis.

![How to Conduct a Job Analysis Part 2_Page_03](https://resources.erieri.com/hs-fs/hubfs/How%20to%20Conduct%20a%20Job%20Analysis%20Part%202_Page_03.jpeg?width=350&name=How%20to%20Conduct%20a%20Job%20Analysis%20Part%202_Page_03.jpeg "How to Conduct a Job Analysis Part 2_Page_03")

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There are 7 major steps in a job analysis approach to designing a compensation system: Select jobs and tools/methods, collect data, conduct data audits, create solutions by analysis, integrate market data, calculate averages, create ranges.

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Communicating job analysis results and how they’re reflected in the compensation system has historically been a challenge for many organizations.

![](https://resources.erieri.com/hubfs/Asset%2020Check.svg)

Having a methodical approach to job analysis can help articulate and educate your performance managers and employees. Using job analysis as a lever to manage your talent not only helps you make compensation decisions but also enhances your overall human capital strategy.

![How-to-Conduct-a-Job-Analysis-Part-2-cover](https://resources.erieri.com/hs-fs/hubfs/How-to-Conduct-a-Job-Analysis-Part-2-cover.jpg?width=250&height=324&name=How-to-Conduct-a-Job-Analysis-Part-2-cover.jpg "How-to-Conduct-a-Job-Analysis-Part-2-cover")

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