An employment analysis is a sort of assessment that focuses on the specific duties and responsibilities of a job, for the benefit of new recruits. It can also imply an assessment of the job situation in general as is conducted by a number of newspapers or magazines as part of surveys and reports. Such an employment analysis, especially the category implied in the first case, is extremely useful as candidates and new employees are given a thorough assessment of their duties, responsibilities and job status. Some of the points highlighted in such an employment analysis are as follows:


  • The exact and specific nature of the job must be made clear.
  • The responsibilities that the employee is expected to fulfill as part of his job must be underscored.
  • The employment analysis should also present a complete overview of everything the candidate needs to know about the job, including salary and perks.
  • The employment analysis can be used to usher in changes that may improve the position for which the analysis is being done.

An employment analysis can be entrusted to an external agency, or it can be completed by the company itself. It should be documented in the form of a report, so that the conclusions reached can be used to suggest changes for improvement. An employment analysis must be done by professionals who know the exact parameters by which to judge a particular job and its merits or demerits. For a complete picture of the employment in question, both the strengths and weaknesses of the job must be held up. The employment analysis must be comprehensive yet precise and easily accessible. The analysis must use data which will be substantiated by research. It must be the result of thorough research and no factual errors should creep into an employment analysis.


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