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