Job analyst
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Regulations
In compliance with Organic Law 15/1999, of 13 December, under the Personal Data Protection Act, we inform you that data collected will form part of an automated file, under the ownership of BARCELONA ACTIVE SPM S.A., with registered office at 162-164 Calle Llacuna, Barcelona, with the aim of managing enrollments and of informing of the company's activities and services within its field of action. You will be able to exercise access rights, rectification, cancel cancellation and/or opposition via written communication to the Legal Services of BARCELONA ACTIVE SPM S.A. at the aforementioned address.
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MenéameDescription
Job analysts advise client companies, helping them define their jobs in order to optimise their organisational structure, identify the aims of each job, the necessary competencies in order to perform them successfully, and a suitable salary. To do so, they gather and analyse detailed information about the requirements of the people who occupy each position in order to prepare precise descriptions.
These descriptions, in addition to setting out these professionals' duties, also include a description and asessment of the levels of training and skills required by each job. 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, in the planning of human resources.
Tasks
- Plan job analysis projects, the methods for collecting information and analysis techniques.
- Analyse the duties of the different jobs and their relationships with one another.
Draw up an analysis of the positions within the company's organisational structure and define aspects such as: their level of seniority, division or department, the superiors to which they report and subordinates they manage.
Analyse and identify the different jobs: tasks, responsibilities, number of people in the role, etc.
Study the degree of interaction between the different roles in order to identify the level of internal communication. - Outline and describe the jobs (objectives, competencies, knowledge, experience and tasks) and draw up handbooks detailing the roles.
Establish the name and position of the role within the company (e.g. head of the procurement department, head of the commercial department, etc.).
Set out the position of the job, including subordinates and supervisors, in the organisational flow chart.
Describe the responsibilites, tasks and procedures involved in each job.
Set out the competencies required to perform a role effectively (e.g. teamwork, initiative, achievement orientation, leadership, etc.).
Set the working conditions (e.g. mobility, flexible hours, stress situations and occupational risks, etc.).
Draft documents describing the job on the basis of the data collected. This document should clearly outline what the job is and how it is performed, and what objectives and requirements candidates must fulfil.
Determine the specifications for ideal candidates in order to perform the job (e.g.) languages, studies, experience, etc.). - Analyse the economic conditions for jobs:
Assess the positions in relation to the organisation as a whole.
Determine the pay structure, hours, etc. - Discuss organisational improvements to the different positions with the company management.
Design the jobs and redesign the tasks, responsibilities and requirements in line with the organisation's objectives.
Design the competencies required in order to perform each role.
| Catalan | Beginner
Open
| English | Advanced
