Job analysis

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 Job
analysis
• The procedure for determining the duties and
skills requirements of a job and the kind of
person who should be hired or it.
– To go about it
• Work activities
• Human behaviors
• Machines, tools, equipments, and work aids used
• Performance standards
• Job context
• Human requirements
 Job analysis
• Job description is one product of Job analysis
– A list of a job duties, responsibilities, reporting
relations, working conditions, and supervisory
responsibilities.

• Job Specification is another product of job

analysis
– A list of a job’s human requirements, ie. requisite
education, skills, and personality
 Use of Job Analysis information
• Recruitment and selection

• Compensation

• Performance appraisal

• Training

• Discovering unassigned duties

• EEO Compliance
 Steps that are recommended
• 1. Decide how you’ll use the information

• 2. Review relevant back ground information

– Organization chart: distribution of work and interacting lines that depict
reporting and communication channels.
– Process Charts: A work flow chart that shows the flow of inputs and the
output.
– Existing JDs
• 3. Select representative positions
• 4. analyze the job
• 5. Verify the information
• 6. Develop JD and JS
Methods of collecting information
• Interview

• Questionnaires

• Observation

• Particpants’ diary/logs
 Interviewing typical questions
• What is the job being performed?
• What are major duties? What exactly do you do?
• What physical locations?
• What are your education, experience, skills and licensing
requirements?
• In what activities you participate?
• What are your responsibilities?
• What are basic accountabilities and standards of your job?
• What working environment you are exposed to?
• What physical and emotional demands?
• What health and safety conditions?
 Questionnaires
• Structured and unstructured
 Quantitative Job analysis
• The position analysis questionnaire (PAQ)
– Questionnaire to collect quantifiable data concerning the duties and
responsibilities of various jobs

• Department of labour approach (DOL)

– Standardized method by which different jobs can be quantitatively
rated and classified based on data, people and things in a job.

• Functional job analysis (FJA)

– Similar to DOL but additionally take in to account the extent to which
instructions, reasoning, judgment, and mathematical and verbal
abilities are necessary for performance.
 Writing a JD
• Job identification
• Job summery
• Responsibilities and duties
• Authority
• Standards of performance
• Working conditions
• Job specification
 Job analysis in a “jobless” world
• “Job is a set of closely related activities carried
out for pay”

• Could job be economic reality of tomoorow?

 Specialized to Enlarged jobs
• Job enlargement

• Job rotation

• Job enrichment
 Dejobbing
• Shortening shelf life of products
• Technology changes
• Global competition
• Deregulations
• Political instability
• Demographic changes
• Shift to service economy
 New trends
• Flatter organization
• Work teams
• Boundaryless organization
• Reenginnering
 Competency based Job analysis
• Describe a job in terms of the measurable,
observable, behavioral competencies an
employee must exhibit to do a job well.
 Job evaluation
• Objective is to value the job than the
incumbent.

• Concerned with assessing relative value of

jobs.

• Is the process of analysis and assessment of

jobs to ascertain reliable relative worth.
 Wider objectives
• Arriving at wage differentials

• Elimination of anomalies

• Sound wage policy

• Method for job classification

• Architecture for other HRM

 Methods
• Ranking methods
– Order of importance and degree of difficulty or
value to the firm

• Grade description
– Recognition of differences in the level of duties,
responsibilities, and skills
 Commonality
• Point method
– Common characteristics/factors –skills, effort, responsibilities, and conditions are
given points. Comparison decides scales.

• Factor-comparison method
– Each factor is given money value

• Time-span method
– Decision effective time span

• Quid-chart method
– Hay system. Three factors– know how, problem solving, and accountability are
divided into 8 levels. Points are awarded .