JOB ANALYSIS

A process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.

Method of collecting information

 INTERVIEWS: information is collected personally by

asking questions by the individual employee or the immediate supervisor.

CHECKLIST: keeping track of all the elements of the

job. Its used by analyst to review the contents of JD. It can be custom made or obtained from outside agencies.
TECHNICAL CONFRENCE: Subject Matter Experts

(SMEs) implements sessions of brainstorming to discover the elements of the jobs.

 LOG OF RECORDS/DIARY: worker keeps a

chronological record of what they do & the time they have spent on each activity.
OBSERVATION: observing and noting down the

physical activities of the employee while they are on the job. Its ineffective if the job involves high level of mental activity.
QUESTIONNAIRE: containing questions (open

ended/close ended) relating to the job duties & responsibility are asked to be filled by the employees.

JOB DESCRIPTION & JOB SEPECIFICATION.

the WHAT and WHY of JD and JS!

Job description is a written statement which

Sets out the purpose of the job,
What the worker actually does i.e. key task to be

performed, How he or she does it, The roles and responsibilities that the job carries, And what the jobs working conditions are.

Why is JD important?
Organization
Recruitment
it defines where the job is positioned in the organisation structure. Who reports to whom.
it provides essential information to potential recruits (and the recruiting team) so that they can determine the right kind of person to do the job . the job description forms an important part of the legally-binding contract of employment individual objectives can be set based on the job description.

Legal

Performance Appraisal

Job Specification is a statement which tells us about the minimum acceptable

Knowledge,
Skill, ability

required by a person to perform the job successfully.

Content to be included in JD & JS

Advantages of JD
Helps in recruitment and selection procedures.

Helps in assigning work.

Fixing authority- responsibility relationship. Helpful in performance appraisal. Assessing training and development needs Assisting in manpower planning

Advantages of JS
Helps in preliminary screening in selection

procedure. Helps in designing training and development program Counseling and monitoring employees performance. Provide information for the purpose of job evaluation. Helps management in taking decision regarding promotion, transfers and giving extra benefits to the employees.

JOB EVALUATION
Purpose To determine job relative worth. Formal and Systematic Comparison. Shows pay rate.

Methods of Job Evaluation

1. Ranking Method 2. Job Classification/ Job Grading

3. Point Method
4. Factor comparison

1. Ranking method
Steps in Ranking method

Obtain job info

Select and group job

Select compensable factor

Ranks jobs Combine rating

2. Job Classification
Benefit of job grading
It shows seniority in an organization and avoid

misunderstanding in this regard; Helps to determine fair remuneration structures; Assists with Employment Equity and Skills Development by classifying employees correctly according to occupational levels as required by the Employment Equity Act (EEA) and Skills Development Act (SDA); and Facilitates the career development/succession planning process in the organization by mapping out the different levels in the organization as per the job grading system) and clearly shows progression through these levels.

3.Factor comparison
Typically the number of compensable factors is small (4 or 5). Examples of compensable factors are: Skill Responsibilities Effort Working Conditions

4. Point Method
These factors can then be further defined. Skill Experience Education Ability Responsibilities Fiscal Supervisory Effort Mental Physical Working Conditions Location Hazards Extremes in Environment

Advantages The value of the job is expressed in monetary terms. Can be applied to a wide range of jobs. Can be applied to newly created jobs. Disadvantages The pay for each factor is based on judgments that are subjective. The standard used for determining the pay for each factor may have build in biases that would affect certain groups of employees (females or minorities).