CHAPTER-2 JOB ANALYSIS

Objective: To determine what an employee will do, how and when to do it, and what skills, qualifications and experience
the employee needs to perform that job

Introduction: Job analysis is the procedure trough which determined the duties and nature of jobs and the kinds of people
who should be hired for their goal. It provides to write job descriptions and job specifications, which utilized
in recruitme4nt and selection, compensation, performance appraisal, and training.

 Job analysis is conducted to determine the responsibilities inherent in the position as well as the qualifications
needed to fulfil its responsibilities. It is the essential when recruiting to locate an individual having the requisite
capabilities

 Importance of Job Analysis

 Successful HRM practices can lead to outcomes that create competitive advantage. When properly
performed, job analyses can enhance the success of HRM practices by laying the required foundation.

 Definition of Different Job Terms

a. Position-Consists of the responsibility and duties performed by an individual. These are many positions in a firm
as there are employees.

b. Job- group of positions that are similar in their duties. In some instances, only one position may be involved,
simply because no other similar position exists. Ex.: The position of the chief accountant also constitutes a job
since there is only one chief accountant in the organization

c. Occupation-group of jobs that are similar as a kind of work and are found throughout an industry. An
occupational is a category of work in many firms.

d. Job analysis-the procedure used for determining/collecting information relating to the operations and
responsibility of a specific job. The end results are job description and job specifications.

e. Job Description-organized factual statement of the duties and responsibilities of a specific job. It tells what is to
be done, how it is done, and why. It is a list of job duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities

f. Job Specification- a written explanation of the minimum acceptable human qualities necessary for effective
performance of a given job. It designates the qualities required for acceptable performance, which are requisite
education, skills, personality, and so on.

g. Job Classification-grouping of jobs on some specified basis such as kind of work or pay. It can refer to a grouping
by any selected characteristics but preferably used most often in connection with, pay and job evaluation.

h. Job Evaluation- systematic and orderly process of determining the worth of a job in relation to other job. The
objective is to determine the correct rate of pay.

i. Task- coordinated and aggregated series of work elements used to produce amount an output.

j. Online Network- online resources which has replaced the Dictionary of Job Title; list of job requirements for a
very large number of jobs.

k. Functional job analysis- a task-based or work-oriented technique describing the work performed.

l. Position analysis questionnaire (PAQ) - an example of a job analysis method

 Job analysis provide information in several cases including the following

1. How much time is taken to complete the task?

2. How are task grouped together into a job?
3. How can a job designed so that the employee performance can be improved?
4. What kind of skills is needed to perform given job?
5. What kind of person is best suited to perform a certain type of job?

 Specific information provided by job analysis

1. Job title
2. Organizational relationship-brief explanation of the number of persons supervise d
(If applicable) and job title of the position supervised. It also reflects supervision received.
3. Relation to other jobs- describes and outlines the coordination required by the job.
4. Job summary- condensed explanation of the content of the job.
5. Information concerning job requirements-usually provide information about machines, tools, materials mental
complexity and attention required, physical demands, and working conditions. It varies from job to job

 Uses of job analysis information

1. Preparing job description and writing the job specification.

2. Recruitment and selection.
3. Determine the rate of compensation.
4. Performance appraisal
5. Training
7. Safety
8. Labour relations

 Steps in Conducting job analysis

Step 3
Select Step 4
Step 2 Collect data by
Step 1 Determine job to
using
Step
Examine the total7
organization and fit
the purpose be acceptable JA
Use uniform from of JA
of each job analyze techniques
steps1-6 for Job
Step 6 d.
Design, Planning, Step 5
Selection and Training, Prepare JD
Recruitment, Prepare JS
Performance
Step Appraisal
1- Provide a broad view of how each job fits into the of fabrics of the organization. this is to
compensation
determine.
Step 2- Identify the use to which the information will be put, since this will determine the type of data
to be collected and how to collect data
Step 3- Since it usually too costly and time consuming to analyze every job, a representative sample of
jobs needs to be selected.
Step 4- This involve actual analysis of job collecting data on job activities, required employee
behaviour, education, training and experience requirements, working hours, equipment
used required job duties, process workflow ,working condition, and human traits and abilities
needed to perform the job.
“The information collected in step 4 is then used in Step 5&6”.
Step 5 and 6- Develop the job description and job specification. A job description and a job
specification are usually two concrete products of the job analysis.

Reporter:
LEO V. ADESAS
MAED-HRM