Session One - Job Analysis

By: Muhammad Salman Khan

1
 Lecture Highlights:
 Multifaceted nature of job analysis
 What is Job Analysis?
 Job Attributes/ Job analysis information
hierarchy
 Nature /Purpose of JA
 Methods of Job analysis
 Steps of job analysis
 Problems of job analysis
 Job Analysis is a systematic exploration of the
activities within a job.

 Itdefines and documents the duties, responsibilities

and accountabilities of a job and the conditions under
which a job is performed.
• The documentation includes the
major responsibilities, duties,
and tasks of a job, as well as the
kinds of knowledge, skills, and
abilities needed to perform the
job.
?
What is Job
Analysis?

Job Analysis is
the process of
getting detailed
information
about jobs
It is a technical procedure used to
define the duties, responsibilities,
and accountabilities of a job.
 Job Analysis
This analysis “involves the
identification and description of
what is happening on the job . . .
accurately and precisely
identifying the required tasks, the
knowledge, and the skills
necessary for performing them,
and the conditions under which
they must be performed.
Job analysis is nothing but an
accurate recording of the
activities involved. For these
recording we are simply
gathering information to
specific job attributes. The
hierarchy of JA Info are
shown beside:
Job analysis is nothing but an
accurate recording of the
activities involved. For these
Career
recording we are simply
gathering information to specific Occupation
job attributes. The hierarchy of JA
Job Family
Info are shown beside:
Job
Position
Duty
Task
Element
A Job Element is the
smallest unit into
which work can be
divided

Job Analysis begins at the level of the element and

attempts to build understanding of the combination of
components
4–10
Putting tomato on a hamburger is an
example of an element in the job of a
cook at restaurant
 Let’s talk about Task

A task is a distinct work

activities carried out for a
distinct purpose

Example would include typing a letter, preparing a lecture, or

unloading a mail truck
4–12
 A Task comes from Developing a Work Unit
Activity Analysis
What product,
Human Resources: What
information, or service is
knowledge, skills, and
provided? How is the
abilities are needed by
output measured?
those performing the task?

Equipments: What special What tasks are required in

equipment, facilities, and the production of the
systems are needed? output?

Raw Inputs: What

materials, data, and
information are needed?

Element Activity Output

How about Duty?

A duty is a number
of related tasks. e.g:
Book Keeping,
Developing new
computer programs
Or Counseling
students is a duty
 Routine Duties
Minor tasks that are done daily, but
Which make a limited contribution to
The objectives of the department

Regular Duties
Work most directly related to
Accomplishing the objectives of
The department

Special Duties
Meetings, committee work, and
Special projects, which may or may not
Be directly related to the department

Duties can be Innovative Duties

classified by Are essentially creative-thinking and
four different Improvement oriented; such as finding
Better ways to communicate with emp.
activities
I have a Position!

A position refers to one or

more duties performed by
one person in an
organization

Example: Supervisor
Then, what is
meant by
job?
A job is a type of
position within the
organization

A Sales Job could

involve many sales
positions
17
 Let’s talk about
Occupation

An occupation is a group
of similar jobs found
across organizations

Engineering

Lawyer

Information Technology
18
Career: Sequence of
positions, jobs, or occupations
that a person has over his or
her working life.
Job analysis process generates three
outcomes:

Job descriptions
Job specifications
Job evaluation
 COMPENSATION

RECRUITING SELECTION

JOB
ANALYSIS
TRAINING CAREER
PLANNING

PERFORMANCE APPRAISAL
Step number 1:

Decide how you will use the

data information, since this will
determine the data you collect
and how you collect them.
Step number 2:
Review relevant background
information such as organization
charts, job descriptions and process
charts.

Finally, the existing job description

usually provides a starting point for
building the revised job description.
Step number 3:

Selecting
representative
positions: Because
there may be too
many similar jobs to
analyze.
Step number 4:

Actually analyze the job: By

collecting data information
on job activities, required
employee working
conditions, human traits,
abilities and employee
behaviors.
Step number 5:

Verify the job

analysis information
with the employee
performing the job
and with his/her
supervisor.
Step number 6:

Develop job
description and
specification. Both of
them are two
tangible products of
job analysis.
 Job Analysis
Methods

Observation Interview
Technical
• Individual Questionnaire Diary
Conference
• Group
Observation Method:

Using the observation method, a

job analyst watches employees
directly or reviews films of workers
on the job.
Individual Interview Method:
Group Interview Method:
Structured Questionnaire Method:
Technical Conference Method:
Diary Method:
The diary method
requires job
incumbents to record
their daily activities.
The diary method is the
most time consuming
of the job analysis
methods and may have
to extend over long
periods of time-all
adding to its cost.
• Employees
• Supervisor
• Manager
• Job Analyst
• Job Analyst (HR)
• Outside consultant