This is the third and final part in a series of articles about job analysis. You can view the first article, about job outcomes, and the second article, about boundaries, tasks and communication.
The third part of job analysis, using my methodology, is to determine what knowledge, qualifications and experience an employee would need to perform the tasks identified, in the pursuit of the desired outcomes. By performing this step last, you ensure you’re full understanding what the job does, before you try to figure out who could do it.
First up, knowledge. What does the employee need to know? Do they need a comprehensive knowledge, or will a working knowledge suffice? Always remember that knowledge can be measured in multiple ways, so there is no correct answer. It’s also important to draw a distinction between knowledge and experience. Knowledge may come from experience, but the two are entirely different. It’s possible to have an in-depth knowledge of something without ever having experience in that field.
Secondly, we move on to that experience factor I mentioned above. While you can be knowledgable without experience, perhaps experience is necessary. Thus it’s important to determine what level of previous experience that will ensure an employee can achieve the position outcomes. Do they need 10 years experience in a similar role? Would five do? Perhaps this position is a niche position, and experience in a different industry or area would be suitable, or even desired. The choice is yours, so think it through carefully.
Finally, we come to qualifications. These are always an interesting topic to discuss. Does the employee really need a degree to perform in this position? Perhaps other levels of qualification are desired. The position also might call for qualifications or certifications required by law. This is frequent with positions in engineering and architecture, as well as trades, such as electricians or mechanics. Understand the qualifications the ideal candidate needs to succeed.