edu

1. Job analysis
and
Job description

2. Job analysis is the process of studying jobs to
gather, analyze, synthesize and report
information about job responsibilities and
requirements and the conditions under which
work is performed.
Modified from Heneman and Judge (2009)

3.  Job analyst performs the job duties as
described by job incumbent and/or supervisor.
 First-hand exposure to job tasks and context
provides rich, relevant data.
 Time-consuming.
 Potential safety risks.
 Assumes a certain level of skill to perform the
tasks.

4.  is the first step in job evaluation and requires
investigation each job skills and personal attributes
required to perform the job satisfactorily.

5.  Preparation of job description and job
specification
 Serves as a basis for orienting and training
employees regarding their specific duties
 It is used in job evaluation
 It clarifies lines of responsibility and authority
 It provides a method of comparing rates of
jobs (wage and salary) survey

6.  Identifying the job completely and
accurately
 Describing the task of the job
 Indicating the requirements for its
successful performance

7.  Observation method
Individuals interview method
Group interview methods
Structured questionnaire methods
Technical conference methods
Diary method

8.  Job description:
◦ Systematic, detailed summary of job tasks, duties and
responsibilities.
◦ Assures that employees and managers are on the same
page regarding who does what.
 Job specification:
◦ Detailed summary of qualifications needed to perform
required job tasks.
 Performance standards:
◦ Establishes the level of satisfactory performance.

9.  The job description should include at least the
following elements:
◦ Job title.
◦ Job code.
◦ FLSA status.
◦ Job summary.
◦ Essential job duty task statements.
◦ Job context or any unusual elements.
◦ Date created.
◦ Revision number and date.

10. 1- job title
2- Date
3 – Requirements
A- position requirement
B- professional requirement
4- Position summary

11.  Arrange duties and responsibilities in logical
orders.
 State duties and responsibilities clearly and
concisely
 Limit the use of the word ''may''
 Be specific to show kind of work, complexity,
skills required, and use action words as
analyze, gather….

12.  Whenever significant changes are introduced
into the requirements and responsibilities.
 When many changes in the dynamic
environment of health care agency.
 Many organizations schedule a periodic audit
of all jobs to updating job description

13. The job specification should include at least the following
elements:
Job title.
Job code.
Job summary.
Knowledge required to perform job.
Skills required to perform job.
Abilities required to perform job.
Education required.
Experience required.
Licensure required or certification desired to perform
the job.
Date created.
Revision number and date.

14. 1-The more popular approach is to base them on
educated guesses of people like supervisors or
personnel manager
.
2-The second method is more accurate and is
based on statistical analysis.

15.  Performance standards define the level of
expected quality and quantity of work produced on
the job.
 Line managers’ input in developing performance
standards is essential.
 Standards must be consistent and reasonable.
 Performance standards help the employee gauge
performance on the job.

16. defined as a systematic method of appraising the
worth or value of each job in relation to all other
jobs in the same organization.
It built upon and job analysis and job
description

17. 1-To identify factors or conditions that place one job
higher than another in a value hierarchy.
2-To determine the relative worth of each job as a
basis for equitable pay differentials.