Job Analysis is a systematic process of identifying and documenting the tasks, responsibilities, skills, knowledge, and behaviors required for a specific role. It provides a clear understanding of what a job entails and the competencies needed for success.
Job analysis is the foundation of many HR processes, including recruitment, assessments, training, performance management, and compensation. Without it, organizations risk hiring misaligned candidates or evaluating employees on unclear standards.
Traditional job analysis is slow and subjective. Plum makes it fast and predictive by turning job descriptions into behavioral blueprints that highlight the soft skills required for success. With clear, data-driven benchmarks, you can align hiring and development to what great looks like.
Streamline job analysis with PlumJob analysis is foundational to nearly every HR function. Accurate job descriptions help recruiters source the right candidates and design valid assessments for selection. It also underpins training and development by clarifying the skills and competencies employees need to succeed. In performance management, job analysis ensures evaluations are tied to objective role requirements, reducing bias. Finally, in compensation, it provides the basis for equitable pay structures, supporting compliance and fairness across the organization. Without job analysis, HR decisions risk being inconsistent, subjective, and legally vulnerable.
Common methods include interviews with incumbents, questionnaires, direct observation, and reviewing existing documentation.
Best practice is every 2–3 years or whenever there are significant changes to role responsibilities, technology, or organizational structure.
No. It also supports training, performance evaluations, pay structures, and compliance with labor laws.
Typically HR professionals, industrial-organizational psychologists, or external consultants, often in collaboration with managers and employees.
By providing objective, role-specific criteria, it reduces reliance on subjective judgments in hiring and evaluation.