S

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JOB
Chapter 2

What is
Job
Analysis?

This analysis involves the

identification and description
of what is happening on the
job . . . accurately and
precisely
identifying
the
required
tasks,
the
knowledge, and the skills
necessary for performing
them, and the conditions
under which they must be
performed.
2

JOB ANALYSIS

Job Analysis Is a systematic exploration of the

activities within a job.
It defines and documents the duties,
responsibilities and accountabilities of A job and
the conditions under which A job is performed.

The documentation includes the major

responsibilities, duties, and tasks of a
job, as well as the kinds of knowledge,
skills, and abilities needed to perform
the job.
3

In general..
Job Analysis is the
process of getting
detailed
information about
jobs
4

It is a technical procedure used to define the

duties, responsibilities, and accountabilities
of a job.

IMPORTANCE OF JOB ANALYSIS

Successful HRM can lead to outcomes

that create competitive advantage.
When properly performed, job analyses
can enhance the success of the HRM
practices by laying the required
foundation

DIFFERENT JOB TERMS

Position
Job
Occupation
Job Analysis
Job description
Job Specifications
Job Classifications
Job evaluation

O*net
Functional Job Analysis
Position analysis
questionnaire

Job Analysis Information

Hierarchy

Career

Occupation

Job analysis is nothing but

an accurate recording of
the activities involved. For
these recording we are
simply gathering
information to specific job
attributes. The hierarchy of
JA Info are shown beside:

Job Family
Job
Position
Duty
Task
Element
8

A Job Element is the

smallest unit into
which work can be
divided

Job Analysis begins at the level of the element and

attempts to build understanding of the combination of
components
49

Lets talk about Task

A task is a distinct work

activities carried out for a
distinct purpose
Example would include typing a letter, preparing a lecture, or
unloading
a mail truck
410

A Task comes from Developing a Work Unit

Activity Analysis
Human Resources: What
knowledge, skills, and
abilities are needed by
those performing the task?
Equipments: What special
equipment, facilities, and
systems are needed?

Raw Inputs: What

materials, data, and
information are needed?

Element

What tasks are required in

the production of the
output?
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Activity

What product,
information, or service is
provided? How is the
output measured?

Output

How about Duty?

A duty is a number of
tasks.
Counseling students is a
duty of a college
instructor
12

Minor tasks that are done daily, but

Which make a limited contribution to
The objectives of the department

Routine Duties

Work most directly related to

Accomplishing the objectives of
The department

Regular Duties

Meetings, committee work, and

Special projects, which may or may not
Be directly related to the department

Special Duties

Are essentially creative-thinking and

Improvement oriented; such as finding
Better ways to communicate with employee

Innovative Duties

Duties can be classified by four

different activities
13

I have a Position!

A position refers to one or

more duties performed by
one person in an
organization

Example: Supervisor
14

Then, what is
mean by job?

A job is a type of
position within the
organization

A Sales Job could

involve many sales
positions
15

Im the Pilot

Im the Co-Pilot

We both
have a Job
to do
416

Lets talk about

Occupation

An occupation is a
group of similar jobs
found across
organizations
Electrician
Accountant
Maintenance

17

Why is it important to
know the terms?

Because, job analysis begins

at the level of the element
and attempts to build
understanding of total
organizational functions
418

Specific Information Provided by Job Analysis

1.Job Title and location
2.Organizational relationship
3.Relation to other job
4.Job summary
5.Information concerning job
requirements

Uses of Job Analysis

Information
1.Preparing job description and writing job
specification
2.Recruitment and selection
3.Determining rate of compensation

4.Performance appraisal
5.Training
6.Career planning and development

Methods used in Job

Interview
1.Interview
2.Observation
3.Questionnaires
4.Employee recording use of log

Steps in conducting Job

Analysis
Examine the
total
organization
and the fit of
each job

Prepare
Job
Description

Determine the
purpose of Job
Analysis

Prepare Job
Specification

Select an job
to be analyzed

Collect data by
using
acceptable JA
techniques

Use information from step 1 to 6 for

job design, planning, selection and
training, recruitment, performance
appraisal compensation etc.

Problems of Job
Analysis:
Support from top management: in most cases top
management support are missing.
Single means source: there are many proven
methods for collecting data. Sometimes analysts rely
on only one method while a combination might
provide a better data for job analysis.

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Job Description
An

organized, factual statements of duties

and responsibilities of a specific job.

It

tells what to be done, how it is done, and

why.

It

is a list of duties and responsibilities,

relating relationships, working conditions, and
supervisory responsibilities
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Writing the Job

Description
The original purpose of job description is to establish
the level of difficulty of a specific position for the
purpose of establishing pay levels. Over the years,
new directions in management thinking point to
move from duty-oriented job description to role and
competency-oriented descriptions. This does not
become outdated as quickly and provides both
supervisor and employees clarity on the what, how,
and even why of the position. In addition, it is easier
to alter as the technologies, strategies, or customers
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needs change.

Job Specifications
Is

a written explanation of the minimum

acceptable human qualities necessary for
effective performance of a given job.

It

designates the qualities

required for
acceptable performance, which are requisite
education, skills, personality and so on.

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Writing the Job

Specifications
Job specification uses job

description to define
the kind of human traits and experience required
to do a specific job well. It shows what kind of
person to recruit and for what qualities that
person should be tested. .

Job

specifications
identify
the
minimum
acceptable
qualifications
required
for
an
employee to perform the job adequately
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Basic criteria for JS

Knowledge
Skills
Ability
Personal characteristics
Credentials
Technical Requirements
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