job analysis

1. JOB ANALYSIS

2. JOB ANALYSIS DEFINITION
• It is the process of determining:
[1] What the job entails
For example: Duties, Responsibilities,
Tasks, Activities, Authority, Relationships,
Supervisory Level, Performance
Standards, Working Conditions, …etc.
[2] What the job requirements are =
jobholder qualifications
For example: Education, Training,
Experience, Knowledge, Abilities
(Physical/Intellectual), Skills, Languages,
Age, Personality, …etc.
Job Description
It is an output of job analysis which
represents a document/list that describes
the job content, environment, and
conditions of employment.
Job Specification
It is an output of job analysis which
represents a document/list that indicates
the minimal acceptable qualifications
incumbents must possess to successfully
perform the essential elements of their
jobs.
`
Job Description

3. JOB ANALYSIS
Inputs
• Organization
Strategy
• Organization Chart
• Process Chart
• Pay Roll Records
• Previous Job
Descriptions
Process
1. Determine the purpose of conducting job
analysis and communicate it within the
organization
2. Identify the jobs within the organization
3. Select Representative Positions
4. Develop Job Questionnaire
5. Collect Job Information
Output
• Job Description

4. JOB ANALYSIS
5. Collect Job Information
Methods of Data Collection
1. Observation
2. Survey/Questionnaire
3. Interviews
4. Experts
5. Participant Log / Employee Diary
6. Combination

5. JOB ANALYSIS
Inputs
• Organization
Strategy
• Organization Chart
• Process Chart
• Pay Roll Records
• Previous Job
Descriptions
Process
1. Determine the purpose of conducting job
analysis and communicate it within the
organization
2. Identify the jobs within the organization
3. Select Representative Positions
4. Develop Job Questionnaire
5. Collect Job Information
6. Analyze the Job
Output
• Job Description

6. JOB ANALYSIS
6. Analyze The Job
• Frequency
X
• Criticality

7. JOB ANALYSIS
Inputs
• Organization
Strategy
• Organization Chart
• Process Chart
• Pay Roll Records
• Previous Job
Descriptions
Process
1. Determine the purpose of conducting job analysis
and communicate it within the organization
2. Identify the jobs within the organization
3. Select Representative Positions
4. Develop Job Questionnaire
5. Collect Job Information
6. Analyze the Job
7. Develop a Draft of the Job Description
8. Verify the Job Description
9. Develop the Job Description
Output
• Job Description

8. JOB ANALYSIS
9. Develop Job Description
• Sign
• Job Analyst
• Direct Manager
• Date

9. JOB ANALYSIS
Characteristics of Job Description
• Specific
• Accurate
• Up-to-date
• Known to the Employee

10. JOB ANALYSIS
Writing job specification is
EASIER
for professional/trained personnel
than for untrained ones

11. JOB ANALYSIS
Sections of Job Description
1. Job Identification
2. Job Summary
3. Responsibilities and
Duties
4. Authority of Job
Incumbent
5. Relationships
6. Performance Standards
7. Working Conditions
8. Job Specification
XYZ Corporation
Job Code: Department:
Job Title: Reporting to:
Grade: Date:
Job Summary:
Responsibilities and Duties:
Working Conditions:
Job Specification:
Education
Experience
Training
Languages
……..
Job Analyst: Date:
Direct Manager: Date:

12. JOB ANALYSIS
Uses of Job Analysis Information
Job analysis
Job description
Job specification
Selection
Recruiting
Labor relations
Safety and health
Compensation
Performance
management
Career
management
Employee
development
Employee training
Human resource
planning

13. JOB ANALYSIS
Job-morphing / De-jobbing
• Job analysis techniques are either:
• Task-oriented job analysis focuses on what the job involves in terms of work activities and
outcomes.
Time and motion studies are task-focused method of job analysis.
It is useful for designing a job training or employee coaching program.
• Worker-oriented job analysis focuses on the characteristics of job incumbents required to
perform the job well.
Competency modeling is a worker-oriented approach to job analysis.
It is useful to design a recruitment plan.
HR professionals rely on a combination of the two techniques.