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JOB ANALYSIS

WHAT IS JOB ANALYSIS? A personnel research that has the aim to identify the existing contents of a job or at times it aims to recommend the appropriate contents for the job .

JOB CONTENTS DUTIES AND RESPONSIBILITIES JOB REQUIREMENTS .

DUTIES AND RESPONSIBILITIES Duties: The tasks that one has to execute when performing a job Responsibility: The end state expected of a person performing the duties of a job. it serves as basis on which he or she is liable to be blamed or given credit for. .

JOB REQUIREMENTS Ability Skill Knowledge Traits Physical Physiological SocioPsychological .

and work aids used Performance standards Job context (physical.social. tools. and organizational) Human requirements .JOB ANALYSIS INFORMATION Work activities Human behaviors involved Machines. equipment.

THE BY-PRODUCTS OF JOB ANALYSIS JOB DESCRIPTIONS JOB SPECIFICATIONS .

JOB DESCRIPTIONS AND JOB SPECIFICATIONS Job Descriptions: A document that provides information regarding the tasks or duties and responsibilities of a job. Job Specifications: The minimum acceptable qualifications (qualities) a person should possess in order to perform a particular job. .

USES OF JOB ANALYSIS INFORMATION Job Analysis Job Descriptions/ Job Specifications Recruitment and Selection Decisions Performance Standards Performance Appraisal Job Evaluation Training Requirements Compensation Decisions .

JOB ANALYSIS PROCESS Determine the purpose of job analysis Select the job(s) to be analyzed Review existing job descriptions/specifications Collect data Analyze the data Verify information with incumbents’ supervisor Prepare job descriptions and job specifications Select job incumbents .

JOB ANALYSIS DATA COLLECTION METHODS Questionnaires Interview Observation Close circuit camera Participant diary/logs .

THE EFFECTIVENESS OF QUESTIONNAIRES METHOD Advantages: * Inexpensive * More incumbents may be selected * May not interrupt incumbents’ work time Disadvantages: * Difficult to develop * May not get well-thought answers * May get poor return rate .

THE EFFECTIVENESS OF INTERVIEW METHOD Advantages: * More personal * Data may be obtained immediately * Doubts may be clarified immediately Disadvantages: * Quite time-consuming * Fairly costly * Takes away incumbents’ time .

THE EFFECTIVENESS OF OBSERVATION METHOD Advantages: * May obtain more accurate and complete data * May clarify doubts immediately Disadvantages: * Very time-consuming and costly * May produce Hawthorn effects * Not suitable for jobs with long cycle .

THE EFFECTIVENESS OF CLOSE CIRCUIT CAMERA METHOD Advantages: * May obtain more accurate data * Relatively inexpensive * Flexible and convenient Disadvantages: * Not suitable for non-stationary jobs * May not be seen as ethical .

THE EFFECTIVENESS SELF LOG/DIARY METHOD Advantages: * Inexpensive * May get more complete information Disadvantages: * Incumbents may exaggerate * Incumbents’ productive time may be interrupted .

WRITING JOB DESCRIPTIONS Ensure the job descriptions has the necessary contents State what is to be done (duties) and how it is to be done (responsibilities) Use action verbs Avoid narrating Do not personalize Indicate the date of the job descriptions .

THE CONTENTS OF JOB DESCRIPTIONS Job identification Job summary Duties and responsibilities (+ authority) Standards of performance Job specifications Note: may also include working conditions .