JOB ANALYSIS - Gathering, analyzing, and structuring information about a job’s components, characteristics, and requirements.

(Sanchez &
Levine, 2000).

It is a process where we clarify what specific role a job position should do.

ROLES: IF THE EMPLOYEE/WORKERS KNOW THEIR ROLES (dapt himuon ug dli dapt himuon) THEN THEY BECOME PRODUCTIVE.

JOB ANALYSIS - process of gathering to know the role of job JOB DESCRIPTION - output of job analysis. so it is concrete formal

position. document containing key responsibilities of a job position

WRITING JOB DESCRIPTION: process of determining the work activities and requirement. ALSO used in employee selection, evaluation, training,

and work design.

EMPLOYEE SELECTION: based on a clear understanding of the tasks to be performed and the competencies needed to perform those tasks.

ALSO KNOWN as candidate selection

TRAINING: job analysis yield lists of job activities that can be systematically used to create training programs. the activities will determine

whether a particular applicant possesses the KSA to carry out the requirements of the job.

PERSONPOWER PLANNING: this means that if individuals are hired for a particular job, to what other jobs can they expect to eventually be

promoted? however, this approach can often lead to Peter Principle: promoting employees until they eventually reach their highest level at

which they are not competent/capable of.

PERFORMANCE APPRAISAL: employees are often evaluated with forms that use such vague categories as “dependability”. “knowledge”, and

“initiative”. the use of specific job-related categories leads to more accurate performance appraisal.

JOB CLASSIFICATION: classify jobs into groups base on similarities in requirements and duties. ALSO useful for determining pay levels, transfers,

and promotions.

JOB EVALUATION: the information can also be used to determine the worth of a job.

JOB DESIGNS: by analyzing a job, wasted and unsafe motions can be eliminated, resulting in higher productivity and reduced numbers of job

injuries. to create roles that align with organizational objectives, contribute to employee satisfaction and motivation.

COMPLIANCE W/ LEGAL GUIDELINES: emphasized the connection between job relatedness and job analysis. THIS TOPIC WILL BE EXPLAINED IN

CHAPTER 3

ORGANIZATIONAL ANALYSIS: job analysts often become aware of certain problems within an organization. (EXAMPLE: employee na wa kabalo

aha or kay kinsa mag evaluate)The discovery of such lapses in organizational communication can then be used to correct problems and help an

organization function better.

JOB DESCRIPTION - written result of the job analysis

JOB TITLE: describes the nature of the job, its power and status level, and the competencies needed to perform the job. it provides workers with

some form of identity and IT CAN ALSO affect perceptions of the status and worth of a job.

BRIEF SUMMARY: it needs only a paragraph in length BUT should briefly describe the nature and its purpose.(EX. advertisements, internal job

postings, and company brochures.)

WORK ACTIVITIES: these activities or tasks that the employee EXPECTED to perform, should be organized into meaningful categories to make the

job description easy to read and understand.

TOOLS & EQUIOMENTS: information in this section is used primarily for employee selection and training EXAMPLE: machine, computer, & credit

history machine. (if kaya ba nimo na ma operate)

JOB CONTEXT: mentions stress level, work schedule, physical demands, level of responsibility, temperature, and any other relevant information.

WORK PERFORMANCE: the job description should outline standards of performance.

COMPENSATION INFORMATION: This section of the job description should contain information on the salary grade, whether the position is

exempt, and the compensable factors used to determine salary.

JOB COMPETENCIES: This section contains what are commonly called job specifications or competencies. (interest, personality, & training) IT

HELPS organizations define, understand, and manage the skills and qualities necessary for employees to excel in their respective roles.

PREPARING FOR A JOB ANALYSIS

Who will conduct the analysis?

Consultants are good because they are well trained and have extensive experience. 1,000 - 10,000 pesos per hour based on their degree,
experience and reputation.

How often should a job description be updated?

It should be updated if a job changes significantly

An interesting reason that job descriptions change across time is job crafting

JOB CRAFTING - process in which employees unofficially change their job duties to better fit their interests and skills. the informal changes that

employees make in their job. EXPAND THE SCOPE OF THEIR JOB to add or remove tasks

Which Employees Should Participate?

all important because job can be conducted in different ways

all should participate if small organization, random sample if large
REASON: the differences in gender, race, job performance level, experience, job enjoyment, and personality CAN at times result in slightly
different job analysis outcomes.

What types of information should be obtained?

Level of specificity and “Formal vs. Informal” requirements

job analysis is more effective at a more detailed level
EX. Secretary’s Job - this includes typing letter or filing memos
Informal - involve making coffee or picking up the boss’s children from school

CONDUCTING A JOB ANALYSIS - the goals is to identify the task performed in a job, the conditions under which the tasks are performed, and

the KSAOs needed to perform

STEP 1: Identify Tasks Performed - usually gathered by previous information on the job.

Gathering Existing Information - the information comes from the organization with one is working

Interviewing Subject Matter Experts (SMEs) - TWO MAIN FORMS OF JOB ANALYSIS INTERVIEW (1) Individual Interview which interviews only

one employee at a time (2) Group Interview/SMEs Conference which is large number of employees are interviewed together

Observing Incumbents - job analyst observes incumbents performing their jobs in the work settings. (Advantage) you may obtain information

about the job performance of the worker (Disadvantage) the behavior of employees change when they know they are being watched AND it is

very obtrusive

Job Participation - analyzing the job by actually performing it. effective because it is easier to understand every aspect of a job once you have

done it.

STEP 2: Write Tasks Statements - must contain an action (what is done) and an object (which the action is done). task statements also include

other components as where, how, why, and when it is done.

STEP 3: Rate Task Statements - conduct task analysis - using a group of SMEs to rate each task statement on the FREQUENCY (f) and the

IMPORTANCE (i) of the task being performed.

STEP 4: Determine Essential KSAOs - NEEDED to perform the tasks. it is commonly referred to as competencies. KSAO

Knowledge - “What do you know?” a body of information needed to perform a task (EX. Masters in Psych)

Skill - “What can you do?” the proficiency to perform a learned task. (EX. Psychotherapy and counseling, research skills, or report writing)

Ability - “What are your capabilities to learn a task?” basic capacity for performing a wide range of task - acquiring a knowledge or developing a

skill.

Other Characteristics - “How would you do the task/job?” personal factors as personality, willingness, interest, and motivation. (can work

independently and in teams, willing to extend work hours)

STEP 5: Selecting Tests to Tap KSAOs - determine the best methods to tap the KSAOs needed at the time of hire. METHODS-interviews, work

sample, ability tests, personality tests, reference checks, integrity tests, bio data, and assessment centers

USING OTHER JOB ANALYSIS - Methods Providing General Information about ...

Work Activities - this analysis saves time and money and allows jobs to be more easily compared with. it involve gathering data to understand

the overall nature of a job, the tasks involved, and the context in which the work is performed.

Tools and Equipment - This consists of more than 400 questions covering 5 major categories: (PPT) - Advantages: reliable, can cluster jobs based

on their similarity to one another and etc.

Work Environment - this is concerned with the relationship between the worker and the work objects.

Competencies - (1. O*NET) created by the federal government that is a major advancement in understanding the nature of work. this information

can be used by employers to select new employees and by applicants who are searching for careers that match their skills, interest, & economic

needs. (2. CIT) used to discover actual incidents of job behavior that make the difference between a job’s successful or unsuccessful

performance.

JOB EVALUATION process of determining the monetary worth of a job - process of a job’s worth - how much employees in a position should be paid

STAGES OF JOB EVALUATION

Internal Equity - comparing jobs within an organization to ensure that the people in jobs worth the most money are paid accordingly.

1. Compensable Job Factors - ensuring employees are fairly compensated based on the value of their contributions to the organization.
Example: Level of responsibility, physical demands, mental demands, and Education requirements.
2. Levels for Each Compensable Factor - to determine the levels of each factor. Example: Education (e.g., high school diploma, associate’s
degree, bachelor’s degree) Responsibility (e.g., customer relation and supervision of others)
3. Factor Weights - it represent the importance assigned to different job-related factors, such as skills and responsibility.

External Equity - comparing the job to the external market (other organization). it must be competitive with the compensation plans of other

organizations.

1. Direct Compensation - the amount of paid to an employee does pay for time and not worked.

Sex And Race Equity - Pay audits should also be conducted to ensure that employees are not paid differently on the basis of gender or race.

THANK YOU!

QUESTION AND ANSWER!!

What is the GOAL of Job Analysis?

the goals is to identify the task performed in a job, the conditions under which the tasks are performed, and the KSAOs needed to perform

Would a job analyst expect to find gender and race differences in the way employees perform the duties of their jobs?

NO, dili dapat mag expect to find gender and race differences in the way employees perform the duties, need mag focus sa objective sa ilang

trabaho kaysa mag focus sa personal characteristics.

Why are there so many job analysis methods?

jobs vary widely and organizations have diverse need. organizations may experiment to find the most effective approaches

Is external more important than internal pay equity?

The importance depends on the organization’s goal, values, and competitive landscape. IT IS A STRATEGY