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These professionals advise companies in the definition of occupations in order to optimize the organizational structure, identifying the objectives of each job and the skills necessary to carry them out successfully. In addition, they design employee payment policies, especially commissions and other reward systems in order to retain talent through remuneration in accordance with the market and the strategy of the company.

They gather and analyse detailed information about the obligations that correspond to the people who occupy each position in order to prepare accurate descriptions. These descriptions, in addition to setting out the obligations they must assume, also include a description and assessment of the levels of training and skills required by each job, as well as appropriate remuneration.

Job analysis is an essential task within human resources departments, since it affects the way in which the rest of the department's tasks are carried out, including recruitment and selection, the undertaking of training programmes and, broadly speaking, the planning of human resources.


Plan job analysis projects, the methods for collecting information and analysis techniques. Specifically:
  • Analyse the duties, tasks and responsibilities of the different jobs, as well as the number of people who carry them out.
  • Analyse the relationships among the positions within the company¿s organisational structure and define aspects such as: hierarchical level, division or department, superior and subordinate positions and level of internal communication.
  • Analyse the company and establish a communication channel with the management of the company and the human resources manager to identify company needs and set objectives.
  • Analyse the business strategy and compare the company's payment policy with that of other companies with similar characteristics.
From the data collected, write a document about the occupation and describe:
  • Objectives, competencies, knowledge, experience, tasks of each job and handbooks detailing the roles.
  • Name and position of the role within the company (e.g. head of the procurement department, head of the commercial department, etc.)
  • The competencies required to perform a role effectively (e.g. teamwork, initiative, etc.).
  • Working conditions (e.g. mobility, flexible hours, occupational risks, etc.).
Advise the management of the company, propose improvements and keep track of them.
  • Design the jobs and redesign the tasks, responsibilities and requirements in line with the organisation's objectives.
  • Define the job specifications that the ideal candidate for the position should have (e.g. languages, studies, experience, competences, etc.).
  • Define the economic valuation of the jobs and present the alternatives that may benefit the company the most.
  • Draw up and incentive and compensation scheme in accordance with the policy of the company and the market, which may combine cash incentives (bonus schemes, pension plans, company shares, variable salary, etc.) or non-cash incentives (flexible working hours, the option to work online, training and professional development, etc.).
  • Draw up balanced scorecards to analyse human resource management indicators in the company.
  • Discuss organisational improvements to the different positions with the company management.

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Centre per al desenvolupament professional Porta22

Barcelona Treball (Porta22)
Llacuna, 156-162, 08018 Barcelona

Monday to Friday from 9 to 18 h

Generalitat de Catalunya
Unió Europea FEDER
Unió Europea FSE