Overview: Job analysis assists HR professionals and supervisors in a variety of ways including job design, evaluation and setting compensation. In addition, it can be a valuable way to help HR professionals not only in performance management, training and development, but in legal compliance as well.
An especially important aspect of job analysis is being able to define the essential job functions of a particular position. This is a key starting point for an employer's efforts in recruitment, selection, promotion and other types of advancement. The inclusion or overemphasis of nonessential job functions could subject an employer to liability under the Americans with Disabilities Act (ADA) as well as other antidiscrimination laws.
Another part of job analysis is the ability to accurately assess an employer's market pay competitiveness. Job analysis also offers internal pay equity among jobs as well as external competitiveness in terms of recruiting candidates.
While job documentation is not required under federal law, it generally is a good practice. This documentation includes regularly reviewing job descriptions and essential job functions, and keeping them current.
Author: David B. Weisenfeld, JD, Legal Editor
This How To will help an employer establish and implement recruiting and hiring practices during the coronavirus (COVID-19) pandemic.
Updated to reflect the final overtime rule updating and revising the Fair Labor Standards Act (FLSA) overtime exemption requirements, effective January 1, 2020.
XpertHR's new Job Descriptions Tool can help employers comply with employment laws such as the FLSA and the ADA; set clear performance expectations for employees; and standardize job requirements based on business necessity.
HR guidance on how to gather and appropriately analyze and document job information.