JOB

ANALYSIS
CHAPTER 2

OBJECTIVES OF
THE TOPIC

At the end of the course the

student able to understand:

1. What is mean by Job

analysis (definition)

2. Identify the various uses or

purpose of job analysis
(purpose)

3.Describe the various job

analysis (method)

DEFINITION

Garry Dessler (2000)

-Procedures for determining

the
duties
and
skill
requirements of a job and the
kind of person who should be
hired for it

DEFINITION

Luis R.Gomez-Mejia, David

B.Balkin & Robert L.Cardy
(2004)

-is a systematic process of

collecting information used to
make decisions about jobs.

-Job analysis identifies the

tasks,
duties
and
responsibilities of a particular
job

JOB ANALYSIS

Job analysis process results in

two essential documents:

1. Job description (nature

of work)

-Summarize
the
duties,
responsibilities,
working
conditions and activities of a
particular job

JOB ANALYSIS

2. Job Specification
(capability of the staff)

-refer to outline employee

qualifications such as education
level, job related experience,
knowledge, skill and abilities

GATHERED
THROUGH JOB
ANALYSIS

Job analysis provides information to

answer the following questions:

1. Where does the work come from?

2. What machine and

equipment must be used?

3. What knowledge,
abilities needed?

4.
How
much
necessary?

5. With whom they must interact?

special

skills

and

supervision

is

WHEN JOB
ANALYSIS NEED TO
BE CONDUCTED?

1. For new post

-E.g Set up new

department/unit/new post

2. For Existing Post

-the job has undergo significant

change in its content
-current document is no longer
accurate
-When organisation its going to
conduct review of its compensation
system

WHO PERFORM
JOB ANALYSIS?

1. A member of HR
Department

2. The job incumbent (the

person who is currently
assigned to the job)

3. A manager

USES AND PURPOSE

OF JOB ANALYSIS
INFORMATION
1. Recruitment & selection
-To ensure qualifying factors of
the job applicants

2.Compensation
-for estimating the value &
appropriate compensation for
each job

3.Performance appraisal
-determine the standards to be
achieved and the specific
activities to be performed

USES AND PURPOSE

OF JOB ANALYSIS
INFORMATION
4. Training
-Identify training and
development programme
-selecting training methods

5. Career planning
-Establishing promotion
channel & career path

6. Health & safety

programme
-Preventive safety analysis

USES AND PURPOSE

OF JOB ANALYSIS
INFORMATION
7. Union management
relation
-wage negotiation

8. Work scheduling
-Predicting and controlling the
need for overtime
-Analysing the feasibility of
fkexitime

9. Employee Discipline
-Establishing work rules &
procedures

METHOD OF
COLLECTING JOB
ANALYSIS
INFORMATION

1. Interview
-interview job incumbent
-obtain information about the
job

2. Questionnaire

METHOD OF
COLLECTING JOB
ANALYSIS
INFORMATION
3. Observation
-the norm of people in doing
their job
-the people perception towards
the job
-well accepted method on
unskilled and manual job
-but less practical for jobs
involving creativity or
analytical skill
-some employees are less
receptive to being observed
-they feel threatened or
intimidated