2. JOB ANALYSIS
Definition of job analysis: Is a formal and detailed
examination of jobs. It is a procedure through which
we determine the duties and skills requirements of a
job and the kind of person who should be hired for it.
It includes job descriptions and job specifications.
4. JOB DESCRIPITIONS: A list of job’s duties responsibilities,
reporting relationships, working condition and supervisory
responsibilities _ one product of job analysis.
• JOB SPECIFICATION: A list of job’s “ Human requirement,”
that is, the requisite education, skills, personality and so on _
another product of a job analysis.
7. Uses of Job Analysis
Recruitment and Selection: Job analysis provides information
about what the job entails and what human characteristics are
required in order to perform these activities. This information, in
the form of job descriptions and specifications, helps
management officials decide what sort of people they need to
recruit and hire and select.
Compensation: Job analysis information is crucial for
estimating the value of each job and its appropriate
compensation. Compensation (salary and bonus) usually
depends on the job's required skill and education level, safety
hazards, degree of responsibility, etc. -- all factors which can be
assessed through job analysis. Also, many employers group jobs
into classes. Job analysis provides the information to determine
the relative worth of each job and its appropriate class.
8. Cont.…
Performance Appraisal: A performance appraisal
compares each employee's actual performance with his
or her performance standards. Managers use job
analysis to determine the job's specific activities and
performance standards.
Training: The job description should show the
activities and skills, and therefore training, that the job
requires
9. Sources of Job Analysis Information
Job Analyst
Employees
Supervisory
Subject Matter Experts
Combined Sources
10. Process of Job Analysis
Decide how you’ll use the information (the purpose of
data to be collected).
Review relevant background information.
Select representative positions.
Actually analysis the job.
Verify the job analysis information.
Develop a job description and job specification.
11. Decide how you’ll use the
information.
Decide the purpose of data to be collected and how
the information will be used because that will
determine what data will be collected and how it
should be collected.
12. Methods for collecting
job analysis information
A-
Interviews
B-
Questionnaires
C-
Observation
D-Diaries
13. Review relevant background
information through the following:
Checking the organizational charts (e.g., how the job
is connected to other positions and where it is located
in the overall company)
Making communication with other job analysts.
Reviewing existing job descriptions.
Reviewing training manuals.
Reviewing procedure and policy manuals.
14. Selecting representative positions.
Analyzing all jobs at a time is complex and costly affair.
So, only a representative sample of jobs is selected for
the purpose of detailed analysis. Under it, the job
analyst investigates to determine which organization
managers or employees require job analysis. He should
also determine for what purpose the job must be
analyzed. Also select representative position to analyze
because there may be many similar jobs, and it may
not be necessary to analyze all of them.
15. Actually analyze the job
Analyze the job by collecting data on job
activities, required employee behaviors, working
conditions, and human traits and abilities needed to
perform the job.
16. Verify the job analysis information
Verify the job analysis information with job
incumbents and supervisors to confirm that it is
factually correct and complete.
17. Develop a job description and job
specification.
Develop a job description and job specification from
the information. Increasingly, these steps are being
streamlined through the use of collaboration software.
