JOB ANALYSIS

JOB ANALYSIS (Analisis Pekerjaan)

•Apa yang dimaksud dengan job

analysis
•Apa manfaat dari job analysis ?
•Metode job analysis
•Pelaksanaannya dan masalah
JOB ANALYSIS

Jobs are the link between organizations and their human resources

A Job is a pattern of tasks, duties, and responsibilities that can be

done by a person

Job - Consists of a group of tasks that must be performed for an

organization to achieve its goals

Position - Collection of tasks and responsibilities performed by one

person; there is a position for every individual in an organization
JOB ANALYSIS

What is a job?
• Sekelompok posisi yang mencakup
elemen-elemen pekerjaannya, tugas-
tugas dan tanggung jawab yang
dicakup dalam suatu deskripsi
pekerjaan
• Similar, but different concepts:
– position: kombinasi kewajiban2 yang
dibutuhkan oleh seseorang dalam
menunaikan suatu pekerjaan.
– occupation: kategori pekerjaan yang
dijumpai pada perusahaan-perusahaan.
JOB ANALYSIS

Identifies components of job by answering 4 questions:

• What does incumbent actually do?
• What are duties, responsibilities, & performance expectations?
• What KSAs (knowledge, skill and attitude) are needed for success?
• What are conditions, location, physical & social needs, supervision needs, etc.
under which job is performed?
JOB ANALYSIS

What is job analysis?

• Proses yang sistematis dari
menghimpun informasi dari
tugas, kewajiban dan tanggung
jawab dari pekerjaan tertentu.
• An important part of Human
Resources (HR) planning
JOB ANALYSIS

Job analysis is systematic process for collecting (collected, evaluated, and organized)
information on the important work-related aspects of a job (tasks, duties, and
responsibilities)

Job analysis - Systematic process of determining the skills, duties, and

knowledge required for performing jobs in an organization
JOB ANALYSIS

Essential Characteristics of Job Analysis Data

• Provides information about jobs that distinguishes between jobs
• Provides the necessary information to distinguish between different
performance levels within the job
JOB ANALYSIS

Manfaat Job Analysis?

• Telaah dan Perencanaan Kerja
• Suksesi Manajemen
• Pelatihan dan pengembangan
• Jalur karir
• Kriteria seleksi
• Evaluasi pekerjaan
JOB ANALYSIS

Manfaat Job Analysis?

 Analisis penyusunan kepegawaian:
Informasi pekerjaan.
 Desain organisasi : menganalisis elemen,
menyusun posisi org.
 Redesain pekerjaan : untuk
meningkatkan metode penyusunan
pegawai, mengurangi kesalahan,
eliminasi yang tidak perlu, perbaikan
kinerja.
JOB ANALYSIS

Major Human Resources Management Actions that

Rely on Job Analysis Information :

1. Evaluate how environtmental challenges affect individual jobs

2. Eliminate unneeded job requirements that can cause discrimination
in employment
3. Discover job elements that help or hinder the quqlity of work life
4. Plan for future human resources requirements
5. Match job applicants and job openings
6. Determine training needs for new and experienced employees
7. Create plans to develop employee potential
8. Set realistic performance standards
9. Place employees in jobs that use their skills effectively
10.Compensate jobholders fairly
JOB ANALYSIS

Siapa yang melakukan

JOB ANALYSIS ?
• Pakar job analysis
• Job Analyser dari luar
• Supervisor
• Manager
• Individu yang sungguh memahami orang-orang,
pekerjaan dan keseluruhan sistem organisasi.
JOB ANALYSIS

Pertimbangan Strategik dalam

JOB ANALYSIS
• Tingkat partisipasi karyawan dalam proses job
analysis.
• Pelaksanaan job analysis (rincian proses)
• Waktu pelaksanaan job analysis
• Keputusan penggunaan orientasi (tradisional /
masa depan)
JOB ANALYSIS

ASPEK PEKERJAAN
JOB ANALYSIS
• Keluaran pekerjaan (penyusunan staff,
penetapan standar dan tujuan kerja, evaluasi
nilai kerja)
• Aktivitas yang dilaksanakan. (tujuan
perancangan kerja, struktur org., persyaratan
kerja dan jalur karir, kebutuhan pelatihan dan
pengembangan, pendefinisian kebutuhan
suksesi manajemen, perencanaan tinjauan
kerja.
JOB ANALYSIS

ASPEK PEKERJAAN
JOB ANALYSIS
• Kompetensi (definisi persyaratan kerja
untuk seleksi, penempatan, jalur karir,
rencana desain org. kebutuhan pelatihan).
• Struktur balas jasa (administrasi gaji).
JOB ANALYSIS

Tasks Responsibilities Duties

• Human Resource Planning
• Recruitment
• Selection
• Training and Development
Job Descriptions
• Performance Appraisal
Job Job Standards • Compensation and Benefits
Analysis
• Safety and Health
Job Specifications
• Employee and Labor
Relations
• Legal Considerations
• Job Analysis for Teams
Knowledge Skills Attitudes
 Processes of Job
Analysis

 Job Analysis:
 The determination through observation and study, of
pertinent information about a job, including specific
tasks and necessary abilities, knowledge, and skills
 Job Description:
 The formal, written description of a specific job, such as
the job title, tasks to be performed, physical and mental
skills required, duties, and responsibilities
 Job Specification:
 The written description of the qualifications necessary
for a specific job, such as education, experience,
personal characteristics, and physical characteristics
JOB ANALYSIS

Don’t Mix These Up!!

• Job Analysis: Proses yang sistematis dari menghimpun
informasi dari tugas, kewajiban dan tanggung jawab
dari pekerjaan tertentu.
• Job Description: pernyataan faktual dan terorganisasi
perihal kewajiban dan tanggung jawab pekerjaan
tertentu.
• Job Specification: menunjukkan kualitas yang
disyaratkan bagi pelaksanaan yang dapat diterima.
• Job Evaluation: proses sistematik dan beruntun untuk
menentukan nilai suatu pekerjaan (menentukan
kompensasi).
Job Descriptions

A Job Description is a written statement that explain the

duties (what the job is, how it is done and why), working
conditions and other aspects of a specified job.

It’s a profile of the job

Job Specifications

A Job Specification describes the job demands on the

employees who do it and the human skills that are required
(experience, training, education and the ability to meet
physical and mental demand).

It’s a profile of the human

characteristics
Job Standards

Job Standards are a key part of any control system

(standards, measures, correction, and feedback) which have
two functions: first; become the targets for employee
efforts, second; used as criteria against which job success
is measured.

It’s a target as well as

criteria
JOB ANALYSIS

TEKNIK JOB ANALYSIS

• Observasi
– Analisis Pekerjaan Fungsional
• Wawancara
• Kuesioner
– Kuesioner disesuaikan
– Kuesioner Informasi Analisis Pek.
– Kuesioner lengkap
– Kuesioner analisis posisi
• Catatan harian karyawan.
OBSERVASI
 Mengobservasi orang yang melaksanakan pekerjaan
 Pekerjaan diasumsikan konstan sepanjang waktu.
 Tujuan : untuk menganalisis persyaratan dari
pekerjaan, bukan menilai.
 Analisis Pekerjaan Fungsional
 The Department of Labor
 Job analyst uses observation methods to gather
information about an employee
 Information organized into 3 categories
 Data
 People
 Things
 Contoh Analisis Pekerjaan
Fungsional
Work Functions
Data Orang Barang
0. Pensintesaan 0. Penasihatan 0. Penetapan
1. Koordinasi 1. Negosiasi 1. Bekerja cermat
2. Analisis 2. Instruksi 2. Pengendalian
3. Pengumpulan 3. Penyeliaan 3. Dorongan
4. Komputasi 4. Peragaman 4. Manipulasi
5. Penyalinan 5. Pembujukan 5. Pemeliharaan
6. Pembandingan 6. Pembicaraan 6. Pemberian
7. Pelayanan 7. Penanganan
8. Melayani
Skor ditemukan dengan melakukan observasi, nilai 0 untuk nilai tertinggi
 WAWANCARA
 Ada 3 jenis ( inidividu, kelompok karyawan, kelompok
supervisor)
 Validitas tgt pada :
 Penggunaan metode sistematik
 Sampel yang diambil
 Kelemahan : distorsi informasi
 Diperlukan informasi tambahan.
 KUESIONER
 Kuesioner yang disesuaikan dengan aktivitas
organisasi.
 Kuesioner terbitan
 Informasi untuk membongkar tugas, tanggung jawab,
kemampuan, standar kinerja pekerjaan.
 Kuesioner : analisis kuantitatif
 KUESIONER
ANALISIS POSISI
 Position Analysis Quest. Berisi 194 butir (6
dimensi), menggambarkan pentingnya suatu
unsur dasar.
 PAQ menyajikan skor kuantitatif:
 Informasi input
 Proses mental
 Output kerja
 Relationship
 Job contex
 Catatan Harian Karyawan
 Pencatatan secara berkala tugas, aktivitas karyawan
 Analisis yang membutuhkan waktu, ketelitian yang
tinggi dan biaya yang mahal.
 Berguna untuk menganalisis struktur kerja, organisasi,
persyaratan staff, kebutuhan pelatihan.
 KRITERIA TEKNIK
JOB ANALYSIS
 Keandalan (reliability) : Ukuran konsistensi
 Validitas : ukuran akurasi
Menghimpun data dari kary dan superv.
 Tujuan analisis
 Masalah2 dalam
JOB ANALYSIS
 Ketakutan karyawan (ancaman pekerjaan, tingkat gaji,
tingkat produksi).
 Mengumpulkan informasi yang mutakhir.
Keberhasilan JOB ANALYSIS
 Komitmen manajemen puncak
 Keterlibatan serikat pekerja
 Keterlibatan karyawan
 Komunikasi yang efektif
 Penugasan personalia untuk pelaksanaan
 Penggunaan pakar
 Pengumpulan data
 Penggunaan alat dan teknik yang tepat.
 Penggunaan komite untuk pengawas.
JOB ANALYSIS

Job identification
Application :
General familiarity • Job descriptions
with organization Questionnaire • Job
and type of work development specifications
• Job standards
Data collection

Base information for :

• Job design
• HR planning
• Recruitment, selection and
training Addition to HRIS
• Performance evaluation
• Compensation and benefit
• EEO Compliance
JOB ANALYSIS
JOB DESIGN

Job design is a systematical process by which jobs are characterized and

engineered based on its elements to gain organizational productivity and employee
satisfaction

Feedback

Organizational
elements

Environmental Productive and

Job design
elements satisfying job

Behavioral
elements
JOB DESIGN

 Mechanistic approach
 Work flow
Organizational Efficiency
 Work practices
elements
 Ergonomics

Potential  Employee abilities and

Environmental
employee and availability
elements
values  Social cultural
expectations

 Autonomy
 Variety
Behavioral Individual  Task identity
elements needs  Task significance
 Feedback
JOB REDESIGN

UNDER  Work simplification

SPECIALIZATION  Reengineering

JOB
REDESIGN

 Job rotation
OVER  Job enlargement
SPECIALIZATION  Job enrichment
 Autonomous work teams
JOB REDESIGN

• Job enrichment - Basic changes in the content and

level of responsibility of a job, so as to provide
greater challenge to the worker
• Job enlargement - Changes in the scope of a job to
provide greater variety to the worker
• Reengineering - Fundamental rethinking and radical
redesign of business processes to achieve dramatic
improvements in critical, contemporary measures of
performance, such as cost, quality, service and
speed
JOB REDESIGN

PLAN

DO

CONTROL