Job Analysis and Job Evaluation

Introduction 

Even though job analysis and job evaluation relate to and depend on each other, they both play significantly different roles in some way. Job analysis aims at identification of appropriate job duties, skills set and knowledge required, work environment and development of training programs for the job analyzed if need be, (Greco, Mauro, Grimaldi, & Ritala, 2018). While job evaluation represents the process of assessing the net worth of a job based on comparisons of duties, skills set and knowledge requirements and working conditions. Job evaluation focuses more on the internal environment of the organization to identify the value of the job and its ranking within the organization. (Armstrong & Brown, 2018). Job analysis, on the contrary, focuses more on the external environment by gathering appropriate data and determining correct duties, responsibilities, skills set and knowledge requirements and interview dates before advertising the vacancy. (Greco, Mauro, Grimaldi, & Ritala, 2018). 

Job analysis is conducted to ensure the company presents the correct details and needs of the job to attract skilled talent out there; before the hiring process commences, job evaluation gets conducted. Job evaluation determines a compensation program for the position considering all the available factors and methods. (Armstrong & Brown, 2018). Job analysis uses interviews and questionnaires to research a job while job evaluation has a different approach altogether. Assessment performs a detailed appraisal on the rankings of the posts; either using point method or skills set and knowledge demands of a job and draws a comparison from the market-pay method (Greco, Mauro, Grimaldi, & Ritala, 2018). The evaluation affects the incumbent whether positively or negatively due to a salary reduction or increment while analysis does not change the incumbent in any way as its purpose is to inform and guide the recruitment process and provide requirements for the same. Job analysis involves the incumbent to gather information through interviews and questionnaires while with the job evaluation involvement of the job incumbent is minimal and zero in most cases. 

Job analysis and evaluation play a vital role in establishing a consistent job structure which will transcend with everyone within and without the organization. Job evaluation process systematically places jobs in ranks or groups which will constitute a job family and category, while job analysis contributes to the job functions, duties and responsibilities and skills sets required in a job structure. Therefore, when the two essential job practices are professionally conducted, an organization will develop a quality job structure that will help them acquire and retain talent, foster productivity and achieve its vision. 

References 

Armstrong, M., & Brown, D. (2018). Job Evaluation Versus Market Pricing: Competing or Combining Methods of Pay Determination. SAGE Journals . 

Greco, M., Mauro, D., Grimaldi, M., & Ritala, P. (2018). Human resources for Big Data professions: A systematic classification of job roles and required skill sets. Information Processing & Management , 54 (5), 807-817.