Jobbanalyse

Jobbanalyse is a systematic process for determining the tasks, responsibilities, required knowledge, skills, abilities, and work context of a job. It provides a factual basis for human resource decisions and helps align work design with organizational goals. The outputs typically include a job description that lists duties and responsibilities and a job specification that states the qualifications and attributes needed to perform the job. These documents support recruitment, selection, training and development, performance appraisal, compensation, and organizational design.

Data are gathered from job incumbents, their supervisors, and other stakeholders through interviews, questionnaires, observation, and work diaries. Structured approaches such as functional job analysis (FJA) or the Position Analysis Questionnaire (PAQ) are used to organize information and enhance reliability. Depending on purpose, analyses may emphasize task-based requirements, patterns of behavior, or a combination of both.

The standard process includes planning and preparation, data collection, data analysis and synthesis, documentation, validation with stakeholders, and ongoing updates to reflect changes in the job or operating context.

Major outputs are the job description and job specification, complemented by criteria for performance evaluation, training needs, and, where relevant, safety and compliance considerations. Applications span recruitment and selection, onboarding, training design, performance management, compensation decisions, and job redesign.

Stakeholders typically include human resources professionals, line managers, job incumbents, and, where applicable, employee representatives. Challenges include resource demands, potential biases in responses, changes driven by technology, and keeping analyses current in dynamic roles. Ethical considerations cover privacy, informed consent, accuracy, and avoidance of bias in the specification of required attributes.