Job analysis is the systematic process of identifying and examining the responsibilities, skills, qualifications, and work environment of a specific job role.
It forms the foundation for human resource management (HRM) practices, including recruitment, performance evaluation, salary benchmarking, and compliance with labour laws.
By clearly defining the expectations and requirements of a role, job analysis ensures that organisations hire the right talent and structure their workforce effectively.
A job analysis typically involves:
Data collection: gathering information through interviews, questionnaires, and observation.
Task identification: outlining specific duties, responsibilities, and deliverables of the role.
Skills & qualification assessment: defining the education, experience, and technical skills required.
Work context: documenting physical conditions, reporting structures, and tools used.
Output documentation: producing a job description and job specification.s
Improved recruitment: helps attract the right candidates by clarifying requirements.
Compliance: ensures alignment with employment law and equal opportunity regulations.
Performance management: establishes benchmarks for evaluating employee performance.
Compensation planning: provides input for salary benchmarking and fair pay structures.
Workforce alignment: aligns roles with organisational goals and strategies.
Job analysis: focuses on defining and understanding the responsibilities and requirements of a role.
Job evaluation: compares different jobs within an organisation to determine relative value and appropriate compensation.
Both processes are essential for building a structured, fair, and efficient HR framework.
At Mauve Group, we recognise the importance of precise job analysis for businesses operating across borders.
By combining our HR consulting services with salary benchmarking tools and global compliance expertise, we help organisations define roles accurately, recruit effectively, and remain compliant with international labour standards.
Job description: a formal document outlining duties, responsibilities, and reporting lines of a role.
Job specification: the qualifications, skills, and experience required for a particular job.
Salary benchmarking: comparing pay rates across industries and regions to establish fair compensation.
Performance management: the process of setting objectives and assessing employee performance.
Human capital management (HCM): the strategic approach to managing people within an organisation.
HR consulting services: expert guidance to optimise HR strategies, processes, and compliance.