Job Analysis

Job Analysis Defined

Job analysis is the process of studying

jobs to gather, analyze, synthesize and
report information about job
responsibilities and requirements and the
conditions under which work is performed.

Modified from Heneman and Judge (2009)

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Foundation of all HR practices
how job analysis affects each of the eight HR functions

HR Planning

Legal
Staffing
Compliance

Employee JOB Training

Relations ANALYSIS

Performance
Rewards
Management

Safety
&
Health

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Foundational

• HR planning: • Training:
> Work design. > Training needs for new
> Skills required. employees.
• Staffing: > Training program content.

> Advertising in labor > Training evaluation.

market.
> Selection criteria.
> Selection methods.
> Succession planning.
• Performance management:
> Performance standards.
> Evaluation criteria.
> Appraisal forms and
methods.
> Feedback and
communication with
employees.

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Foundational
• Safety and health:
> Training required.
> Protective equipment
needed.
> Hazard communications.
> Accommodations for
medical impairments.
• Rewards:
> Value of each job for
compensation purposes.
> Pay adjustments.
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• Employee relations:
> Work rules, policies and
procedures.
> Clear lines of authority and
responsibility.
> Union work settings.
• Legal compliance:
> Recordkeeping.
> Accommodations.
> Training.
> Compensation practices.
> Equal employment
practices and affirmative
action.
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What information
would you need
analyze a job?”

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Information Collected

• Data, people, things.

• Tasks or job functions:
> What gets done on the job.
> Essential functions.
• Scope of responsibility:
> Supervision received.
> Supervision provided.
• Tools and equipment used on the job:
> Computer software.
> Hand tools.
> Job-related equipment.

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Information Collected

• Work context and environment:

> Physical environment (discomfort, hazards).
> Work schedule (hours, days).
> Travel required.
• Social/relationship factors:
> Nature of social contacts.
> Level of social contact.
• Decision-making authority:
> Judgment and discretion.

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Information Collected

• Personal and physical demands of the job:

> Stand, sit, reach, lift, walk.
• Knowledge, skills and abilities required to perform
job tasks:
> Education.
> Experience.
• Certification (desired) and licensure (required):
> Certification (HR).
> licensure (physician, engineer).

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 Job Requirements Matrix

Tasks KSAs

Specific Tasks Task Importan Nature Importance

Dimensions ce (% of to tasks (1-
time) 5)

Arrange schedules Supervision 30% Knowledge of 4.9

with office assistant office policies
to ensure that office and operations.
is staffed.

Assign office Supervision Knowledge of

tasks to office office policies
assistant and and operations.
volunteers.
Type/transcribe Word 20% Knowledge of 3.1
letters, memos processing typing formats
and reports. and software.

See Exhibit 4.3 on page 151 of Heneman and Judge, Staffing Organizations, 2009.
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Data Sources

• Job incumbent
• Supervisor or manager
• Former jobholders
• Job analyst
• Subject matter experts (SMEs)
• Industry resources

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Dictionary of Occupational Titles

• Dictionary of Occupational Titles is now online on

O*Net.

• Comprehensive searchable database:

http://online.onetcenter.org

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O*Net Homepage

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Assignment
• In groups of four to five students, retrieve a
job description from O*Net.
> Choose from the following list of job titles:
• Waiter and waitress.
• receptionist.
• Food service manager .
• Maids and Housekeeping Cleaners

• Print out the job description and bring it to the next

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Data Collection Methods

• Observation
• Work sample
• Work diary
• Interview
• Questionnaire
• Perform the job
• Background records
• Multiple methods

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 Observation

• Directly observe job incumbents performing the job

duties, work sample or job segments.
• Can also be observed indirectly via video or audiotape:
> Hazardous jobs (airline pilot, surgeon, construction).
> High-risk jobs (nuclear power plant).
• Best when job/task is repetitive and short cycle.
• Good for manual jobs and tasks.
• Not good for nonrepetitive, long-cycle jobs and tasks.
• Not good for creative or “thinking” jobs and tasks.

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Work Sample

• Observe samples of critical job tasks.

• Best when job or task is repetitive and short
cycle.
• Good for manual jobs and tasks.
• Not good for nonrepetitive, long-cycle jobs and
tasks.
• Not good for creative or “thinking” jobs and
tasks.
• Choosing the “right” or most representative
tasks:
> Scientifically sample the job tasks to choose
appropriate tasks.
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Work Diary

• Description of daily activities maintained for a

period of time:
> Calendar, day planner.
• Best when job or task is nonrepetitive, long
cycle.
• Good for creative or “thinking” jobs/tasks.
• Requires great discipline on diary-keeper’s part.
• Accuracy may be questionable.

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Interview

• Individual or group interviews:

> Job incumbents.
> Supervisor.
> Former job holders.
> Clients.
> Subject matter experts (SMEs).
• Generates “deep” information:
> Qualitative data is rich.
• Time-consuming and expensive.
• Lacks privacy.
• Subject to interviewer‘s skill level.

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Questionnaire

• Structured form or checklist.

• Paper and pencil or computer-based.
• Commonly used method.
• Standardized in content and format.
• Good for accessing large numbers of responses.
• Quantitative data.
• Economical.
• Anonymous.
• Downside is possible deficiency of
questions/content areas assessed.
• Assumes incumbent literacy and intelligence.

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Perform the Job

• Job analyst performs the job duties as described by

job incumbent and/or supervisor.
• First-hand exposure to job tasks and context
provides rich, relevant data.
• Time-consuming.
• Potential safety risks.
• Assumes a certain level of skill to perform the tasks.

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Background Records

• Data mining of relevant materials such as:

> Organizational charts.
> Training manuals.
> Policies and procedures.
> Payroll records.
> Production records.
> Call sheets.
• A good starting point.
• Documents may not exist in usable form.
• Documents may be out of date.

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Multiple Methods

• For best result, use multiple methods.

• Balance time and cost constraints.
• Balance the strengths and weaknesses of each
method.
• No magic formula to determine how many
methods are ideal or which methods to combine
for a given job.
• Ideally, obtain both quantitative and qualitative
data.

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Job Analysis Activity I

Using a job description retrieved from O*Net, you

will determine the sources and methods best used
to collect data to analyze this job.

You will then determine the importance of each

task for the job.

The URL for O*Net is: http://online.onetcenter.org.

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Outcomes of Job Analysis

• Job description:
> Systematic, detailed summary of job tasks, duties and
responsibilities.
> 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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Job Description

• The job description should include at least the

following elements:
> Job title.
> Job code.
> Job summary.
> Essential job duty task statements.
> Job context or any unusual elements.
> Date created.
> Revision number and date.

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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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Performance Standards

• Performance standards define the level of expected

quality and quantity of work produced on the job.

• Line managers’ input in developing performance

standards is essential.

• Standards must be consistent and reasonable.

• Performance standards help the employee gauge

performance on the job.

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Essential Job Functions

> Percentage of time spent on task:

• Significant percentage of time.
• Often 20 percent or more.
> Frequency of task:
• Task performed regularly?
• Daily, weekly, monthly.
> Importance of task:
• Does the task affect other parts of the job?
• Does the task affect other jobs?

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Job Analysis Activity III

Using a job description retrieved from O*Net,

determine the essential and nonessential job
functions of the job.

Next, determine the abilities required to perform the

job.

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Maintenance

• Job descriptions and specifications must be kept

current to reflect changes in:
> Work practices and processes.
> Tools and equipment used on the job.
> Levels of discretion
> Licensure or certification.
• Annual review during performance appraisal.
• Review when incumbent turns over.

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Thank
You
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