27 of March, 2025

The job analysis constitutes one of the concerns of companies. In fact, the Deloitte study, Global Human Capital Trends 2025, points in that direction.

According to it, 64% of the companies surveyed reported that talent management is a priority for their organization.

It’s not the only one. McKinsey in Talent wins: The new playbook for putting people first, also provides interesting data. It reveals that, for 40% of respondents, talent management and workforce planning are the biggest current challenges.

What is a job analysis?

It is a systematic process used to gather detailed information about a job in an organization.

Its main objective is to understand and document the responsibilities, tasks, skills, and knowledge needed to perform it properly.

For this reason, it identifies the requirements for training and education or the skills to handle the tools and technologies required.

It is also important for considering certain psychological traits related to the responsibilities assumed and any relevant information.

Therefore, the job analysis can be used for a wide variety of purposes.

For example, it is very valuable for the accurate and complete description of a particular position. In this way, it helps you in the selection of the most suitable staff.

It is also very useful for designing training programs, evaluating quality and even determining salary or compensatory supplements.

Types of job analysis

Each type of job analysis has its own strengths and weaknesses. The choice of one or the other will depend on the objective and your specific needs. Among them, the following stand out:

Functional analysis. It focuses on the functions and responsibilities of a specific position. The processes and tasks necessary to carry it out, as well as the skills and knowledge necessary to perform it effectively, are examined.
Competency analysis. It focuses on the skills and competencies necessary to perform it. Technical capacities, communication abilities or leadership, among others, are evaluated.
Behavioral analysis. It delves into the behavior and attitudes necessary to perform the position in question. Certain characteristics of individuals, such as motivation, personality or work style, are examined.
Task analysis: Studies the specific tasks that are going to be executed in that position. The main tasks are broken down into smaller subtasks and the knowledge and skills needed to execute it are determined.
Risk analysis: Evaluates the risks of injuries or accidents associated with its exercise. In this way, you can adopt the most accurate preventive measures.

Other types of job analysis

You may also find it valuable to employ more specific job analyses, such as the following:

Mental load analysis. It focuses on the amount and complexity of information that a worker must process in his or her job.
Physical requirement analysis. It focuses on certain physical requirements, such as strength, flexibility, or resistance.
Ergonomic analysis. It focuses on the adaptation of the work environment to the physical and psychological characteristics of the worker. Its purpose is to prevent occupational injuries and diseases.
Market analysis: Studies the labor market to determine the skills, competencies, and experience demanded by other organizations for similar positions.
Potential analysis: Identifies an employee’s potential to perform other functions or assume leadership roles in the organization.

Benefits of performing a job analysis

It helps your organization to improve its efficiency, productivity, and performance. On the other hand, it contributes to comply with labor regulations and attract and retain talent.

Let’s show you some of its benefits in detail.

Development of precise and complete job descriptions

The job analysis helps to develop more precise and complete job descriptions.

So, they reflect the tasks, responsibilities, skills, and knowledge needed to do a specific job. In this way, it will be easier for you to attract and select the right candidates.

Identification of skill gaps and training needs

It allows you to identify the skills and competencies needed to perform a job, as well as your employees’ skill gaps.

This makes it easier for you to develop the training and skill development programs that they really need. These should be included in the same career plan.

Performance and productivity improvement

It is a very valuable tool internally. The reason is that it helps your workers clearly understand their roles and responsibilities in the organization. As a result, their motivation and commitment to their work is improved.

Also, a job analysis can detect inefficient and redundant processes that need to be eliminated. Therefore, it is also possible to use it to increase the productivity of the organization.

Performance assessment and management

It provides an objective basis for the performance evaluation of employees. As a result, it is very useful for setting clear goals and conducting performance reviews.

Also, a job analysis helps you establish clear criteria for remuneration and promotion opportunities.

Regulatory compliance

It helps to comply in several ways. Here are some:

You better identify the training requirements of each position. In this way, you ensure that each employee receives the appropriate training and you comply with the regulations of that sector.
By facilitating work risk assessment, you can fine-tune to adjust to regulations related to health, safety, and the environment.
Allow the establishment of clear and consistent protocols and procedures in accordance with applicable laws and regulations.
They help you meet equal opportunity requirements. The reason is that it provides objective evaluation tools. As a result, you avoid discrimination both in hiring and in promotion.

In conclusion, job analyses are a valuable tool for companies in the recruitment and selection process.

It also plays a fundamental role in human resources management and in staff satisfaction. With the help of Sesame HR, you will optimize your company’s human resources and their satisfaction. Get our HR software!

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

Do you want to rate our article?

Average rating:

5 stars (1 votes)

★★★★★

cristinamartin

HR Content Specialist

Job position analysis in a company recruitment process