MODULE #3

JOB ANALYSIS

LEARNING OBJECTIVES

M.70SDM01.010.2 • Able to understand & explain the responsibilities and

roles of various positions within the company;

• Able to clarify the functions that exist within the

company’s organigram.

LEARNING MATERIAL

• JOB ANALYSIS
The procedure though which you determine the duties of the positions and the
characteristics of the people to hire for them.

The basic of Job Analysis:

- Work Activities
- Human Behaviours
- Performance Standards
- Job Context
- Human Requirement
- Machine, Tools, Equipment & Work Aids

Six Steps in Doing Job Analysis:

1. Decide how you’ll use the information
2. Review relevant background information
3. Select representative positions
4. Analyse the job
5. Verify the job analysis information

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 6. Develop a job description and job specification

Job Analysis Guidelines:

1. Joint effort by a human resources manager, the worker, and the worker’s
supervisor
2. Make sure the questions and the process are both clear
3. Use several different job analysis tools

Collecting Job Analysis Information:

Various ways to collect information:
o Interviews

o Questionnaires

o Observations

o Participants Dairy/Logs

o Quantitative Techniques

o Internet-based (onetonline.org, etc.)

• JOB DESCRIPTION
A written statement of what worker actually does, how he or she does it, and what
the job’s working conditions are.

Standard Format for Writing Job Description:

o Job Identification

o Job Summary

o Responsibilities & Duties

o Authority of Incumbent

o Standards of Performance

o Working Conditions

o Job Specification

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• JOB SPECIFICATIONS
The Job Specification takes the job description and answer the question,
“What human traits and experience are required to do this job effectively?”

Job Specification can be classified by:

o Trained vs Untrained Personnel

o Based on Judgment

o Based on Statistical Analysis

• COMPETENCY-BASED JOB ANALYSIS

Describing the job in terms of measurable, observable, behavioural competencies
(knowledge, skills, and/or behaviours) that an employee doing that job must exhibit to do
the job well.

How to Write Competencies-Based Job Descriptions?

↓
Identify the skills that employee may need to move among the jobs.

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 EXHIBIT

Uses of Job Analysis Information

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