The job analysis is a fundamental stage in the implementation of consultancy projects. The analysis is the starting point for a diagnosis of the company’s situation and allows the direction of the project to be specified.

The job analysis is a source of information used in:

• creating and modifying job descriptions
• valuating jobs
• creation of competence profiles
• diagnosis of organizational gaps
• process mapping
• Development of organizational regulations
• Modelling of organizational structures
• Analysis of organizational culture
• development of organizational and personnel strategies
  

Job analysis stages:

1. Familiarisation with the specifics of the company’s operations and its current organizational structure
2. Familiarisation with the regulations and internal procedures
3. Preparation of tools based on the information obtained (job analysis sheet)
4. Conducting individual interviews within the company with employees at different levels of the organizational hierarchy
5. Analysis of the information gathered and identification of gaps
6. Recommendations, action plans, and assumptions.

An important factor influencing the correct execution of the job analysis and subsequent job description is the competencies of the interviewer, which include knowledge of organization and management, knowledge of organizational research methodology, the ability to formulate the problem and assess possible decision options, and interpersonal skills. When carrying out job analysis, tasks, authority, and responsibility should be clearly defined, bearing in mind the need to maintain a balance between them.

The most important information we want to obtain as a result of the job analysis is information on the content of the work performed, the methods, tools, or equipment used, the conditions under which the work is performed, on the relationship of the analyzed job to others. This can be put, for example: in the form of a simplified job analysis scheme.