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J O B • A N A L Y S I S

UMGHR's Job Analysis Process

    In conducting Job Analysis, we utilize our own Position Description Questionnaire (PDQ) framework which is based on extensive research and review of best practices.

    The PDQ results inform us if a job requires changes in its documentation (job description) or require a completely new one. PDQ shows the predominant duty, essential duties, qualifications required, and the KSA requirements of the job.

    We use the information gathered through PDQ to match benchmarked jobs in market pricing, salary plans and internal equity analysis. We also use the information to develop a structure that maps our client's pay and organizational structures.

    The organization process for job positions that UMGHR uses is a two-step process. This involves reviewing each position PDQ and then: (1) classifying the position into one of seven levels of work difficulty where each level represent higher levels of complexity, followed by, (2) conducting a point-factor analysis on 9 major compensable elements of each position to distribute (rank) the positions within each level of complexity.

    In effect we use level of work difficulty to create initial groups of job of equal complexity, then we differentiate the jobs based on requirements such as KSAs, education, experience and so forth. This approach is consistent with today’s emphasis on knowledge work, which is increasingly defined by the jobs level of thinking complexity, by recognition of the individual’s contribution to the job, and the need for pay flexibility due to individual performance, geographic distinctions, hard to fill positions, or other factors that demand pay variations.

    Our approach provides an effective alternative to situation normal— where new job titles and embellished job descriptions are used to artificially justify higher pay.