Job analysis consulting

Job analysis shows why a job exists, which duties it is made of, how often and how long each takes, and what knowledge and skills it requires. This information is the foundation of every HR decision, from hiring and pay to performance and training.

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Job description

Purpose

Core duties

Competencies

Time share

When does it help?

Job descriptions are missing, outdated or do not reflect the actual work

People with the same title do different jobs

Workload is uneven; nobody knows who spends how much time on what

Postings, pay and performance criteria lack a solid basis

How we work

Steps specific to this engagement. Scope and duration are agreed in the first call.

1
Scope and preparation
We select the positions to analyze and brief employees and managers on the purpose of the work.
2
Data collection
Using a job analysis survey, interviews and observation where needed, we collect each job's duties, frequency and share of time.
3
Validation
We review what the employee described together with their manager and resolve gaps and contradictions.
4
Job description and competency set
We turn the validated information into a standard job description and job requirements, ready to be issued.

What we do

Position inventory

We list every title and position and consolidate different titles that cover the same job.

Job analysis survey

We set up a structured survey in which employees describe their own job and the frequency and time share of each duty.

Duty and responsibility analysis

We separate core duties, secondary duties and boundaries of responsibility, making workload visible.

Job requirements

We put into writing the education, experience, knowledge, skills and behaviors the job requires.

Working conditions

We record the environment, the tools used and conditions that matter for occupational health.

Keeping it current

We define how often and under whose responsibility job descriptions are updated.

What we deliver

Position inventory
Job analysis survey and interview guide
Approved job descriptions
Competency set per position

What changes when the work is done?

Every employee knows in writing what they are responsible for
Workload distribution becomes visible and imbalances are spotted
Postings, interviews, performance and pay decisions share the same basis
New employees settle in faster

PulseHR

How does this continue in PulseHR?

The job analysis survey is sent to the employee and their manager in PulseHR; approved answers become the job description. The published description reaches the employee with a signed notice and feeds job postings and salary bands.

The order we set up in consulting runs every day in the system through these modules:

Frequently asked questions

What is the difference between job analysis and a job description?

Job analysis is the work of collecting and examining information; the job description is its written result. Descriptions written without analysis often do not reflect the real work.

Will it take a lot of our employees' time?

The survey is kept short and relies on employees describing their own job. Interviews are planned with a limited time per position.

How do we start?

Request a consulting call. We will listen to your needs and suggest a suitable scope and way of working. No preparation needed.

How long does it take and what does it cost?

Duration and fee depend on the scope. We do not publish a price list; we make an offer once the scope is agreed in writing.

What are we left with when the work ends?

Each engagement's deliverables (job descriptions, forms, policies, roadmap) are handed over as editable documents. If you use PulseHR, the new order also lives in the system.

Other consulting services

Organizational structureWe set up the structure, roles and decision-making that fit your company as it grows.

Let us look at this together

Request a call with a short form; we will listen to your needs and get back to you.