In this column, I will address four questions that seem to capture new thinking about job analysis. The primary question related job analysis in this new world of work is whether job analysis is still relevant as a descriptive tool. Traditionally, job analysis provides detailed information regarding tasks and activities performed in a specific job. Often this information is used to document job boundaries and assign tasks and responsibilities. The resulting products, namely job descriptions and job specifications are then used to inform human resource functions such as selection and performance management.
Job analysis captures the content of jobs as they are described at one point in time.
The reality is, jobs can change rapidly and organizations need maximum flexibility. The more jobs change, the less value there is to gathering data that will need to be collected again in the near future. The shelf-life of job analysis results is only as long as the duration of the current job configurations. The answer to the first question is a qualified yes. The purpose of job analysis, defined broadly, is to collect information about the work performed within an organization, and this purpose remains unchanged.