Human Resource Management

Job analysis

Welcome to all of you!

Khalid Jamil Ansari

khalidjansari@gmail.com
03002265808
 After studying,
you should be able to:
• Job analysis and the stages and methods used in the process.
• Behavioral and legal aspects of job analysis.
• Components of job descriptions.
• The new workplace

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What is a job? What is job analysis?

Difference between Job Description

and Job Specification

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 Job

Position

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 Outcomes of Job Analysis
• Job description: document providing information
regarding tasks, duties, and responsibilities of job.
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.

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Foundation of all HR Practices

HR Planning

Legal
Staffing
Compliance

Employee JOB
Training
Relations ANALYSIS

Performance
Rewards
Management

Safety
&
Health

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 Job Description
• 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.
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 Job Description Contents
Date written
Job Status
Position Title
Job Summary
List of Duties and Responsibilities

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 Job Specification
• 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.

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 Job Specification
Competency, educational, and experience
requirements; also known as “KSAs”
– Knowledge
– Skills
– Abilities

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 Job Design
• Job design – process by which managers
decide individual job tasks and authority

• Job redesign – process by which managers

reconsider what employees are expected to do

• The well-being of organizations and people

relates to how well management designs jobs

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The issue of
designing jobs has
gone beyond the
determination of the
most efficient way
to perform tasks

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 Job Design: 3 Phases
1) Specify Individual Tasks.
2) Specify Method to perform each task.
3) Combine tasks into specific Jobs.
• Phases 1 and 3: determine Job Content.
• Phase 2 indicates How job is to be performed.

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 Job Design
• Goal?
• Prevailing practice in Job Design was to focus
almost entirely on simplifying tasks:
– Making jobs as specialized as possible.
– Why was this a problem?

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 Job Content
• Refers to the activities required of the job
– factors that define the general nature of a job
• Can be described as
– broad in scope, or narrow in scope

✓ What the worker does in relation to data, people, and jobs

✓ What methods and techniques the worker uses
✓ What machines, tools, and equipment the worker uses
✓ What materials, products, subject matter, or services the
worker produces

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 Job Requirements
• Refer to education, experience, licenses, and
other personal characteristics an individual needs
to perform the job content

• Position analysis questionnaire (PAQ), takes

into account human characteristics as well as
task and technological factors of jobs and job
classes

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✓Information sources critical to job performance
✓Information processing and decision making
critical to job performance
✓Physical activity and dexterity required of the
job
✓Interpersonal relationships required of the job
✓Reactions of individuals to working conditions

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 Job Context
• Job context refers to factors such as the:
– Physical demands and working conditions of the
job
– Degree of accountability and responsibility
– Extent of supervision required or exercised
– Consequences of error

• Job context describes the environment within

which the job s to be performed
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 What to do at a new workplace?
• Prepare for your first day
• Make a great first impression
• Meet with your supervisor
• Avoid gossip, but listen for cultural clues
• Adapt to your current office culture
• Improve personal habits
• Devise your own 100-day success plan

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When you start working at a new place,
do not make mistakes that could harm
your career and reputation. When you
start your career or change your job, you
might be professionally qualified to take
on the challenges of your new job, but
what about your attitude, temperament,
behavior and soft skills? Read on to find
out more about the checklist to keep in
mind, without committing any major
professional hara-kiri.
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One of the most exciting times in a
professional’s career is starting a new
job. However, with excitement comes
challenges and sometimes stress. If you
can prepare yourself for the transition
before your first day in your new role,
you can reduce the difficulties and
concentrate on enjoying yourself
instead.
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9 easy ways to fit into a new workplace
1. Dress to impress
2. Get to know the people in IT
3. Be approachable
4. Get used to receiving feedback
5. Don’t suffer from ‘imposter syndrome’
6. Understand your benefits
7. Ask about further training
8. If you’re not sure, ask
9. Make sure you’re covered

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