JOB ANALYSIS

FOR A CHANGING
WORKPLACE
ALBARAN ANG POW
 Parbudyal Singh
▫ Careers:
AUTHOR’S ▫ Professor of Human Resource Management at York University,
BACKGROUND Toronto
▫ Co-author on Managing Human Resources, 7th Canadian edition --
one of Canada’s leading textbook on Human Resource
Management
▫ Former Associate Dean in the School of Business, University of
New Haven, Connecticut
▫ Former human resource manager in a large multinational
manufacturing firm
▫ Degrees:
▫ PhD Human Resource Management/Labor Relations at McMaster
University
▫ MBA, University of Windsor
▫ BA, University of Guyana
▫ His researches are commonly about issues regarding human resource
management and labor relations

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 Parbudyal Singh
▫ Awards:
AUTHOR’S ▫ 1998: PhD best student prize in McMaster’s School of Business
BACKGROUND ▫ Recipient of SSHRC research grants, major national competitive
graduate student scholarships
▫ Winner of a McMaster University teaching awards for outstanding
teaching quality
▫ 2005: won the Dean’s Award for Outstanding Research, and the
Alumni Award for Teaching Excellence
▫ 2007: won the Dean’s Award for Outstanding Teaching

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 ▫ Traditional Job Analysis vs Strategic Job Analysis
SUMMARY OF ▫ “Methods used by traditional job analysis are simply not applicable to
many new and emerging jobs and some authors feel it may even be an
THE ARTICLE obstacle to organizational success”
▫ Traditional Job Analysis
▫ Outdated and becoming irrelevant
▫ Individual-based
▫ Focused on job itself than inter-job activities and team-based
work
▫ But, organizations are undergoing rapid shifts that actually lessen
the stability of jobs and the KSAs needed in performing certain
tasks
▫ “Many organizations are rotating employees through a number of
positions so as to enhance organizational flexibility”
▫ Strategic Job Analysis
▫ “This approach acknowledges the dynamic nature of work and
illustrates how perceptions of current and future jobs may differ,
but is still assumes that jobs can be analyzed independent of
4 people.”
 ▫ Strategic Job Analysis (cont.)
SUMMARY OF ▫ Aligns current and future jobs with strategic orientation of the
organization
THE ARTICLE ▫ “It emphasizes adaptability, teamwork orientation, and other
similar characteristics of employees considered important for
successful job performance.”
▫ “Need for job analysis to become more proactive and strategically
oriented to suit the emerging organizational needs catalyzed by a
turbulent business environment.”
▫ Steps:
▫ Job scan
▫ Analyze current jobs
▫ Job analysis for teams
▫ Determine and prepare for the future jobs/conduct a “gap
analysis”
▫ Evaluate effectiveness / establish validity of procedures

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 Strength:
▫ Provides First Hand Job-
Related Information
STRENGTHS ▫ Helps in Creating Right Job-
AND Employee Fit
WEAKNESSES: ▫ Guides through
Performance Evaluation
Traditional Job and Appraisal Processes
Analysis ▫ Helps in Establishing
Effective Hiring Practices
▫ Guides through
Performance Evaluation
and Appraisal Processes
▫ Helps in Analyzing Training
& Development Needs
Weaknesses:
▫ Time Consuming:
▫ Involves Personal Bias
▫ Source of Data is
Extremely Small
▫ Involves Lots of Human
Efforts
▫ Job Analyst May Not
Possess Appropriate
Skills
▫ Mental Abilities Can not
be Directly Observed
 Strengths: Weaknesses:
▫ Discharges Board ▫ The Future Doesn't
Responsibility Unfold As Anticipated
Strength and ▫ Forces An Objective ▫ It maybe Expensive
Weaknesses: Assessment ▫ Long Term Benefit vs.
▫ Provides a Framework Immediate Results
Strategic Job For Decision-Making ▫ Impedes Flexibility
Analysis ▫ Supports Understanding
& Buy-In
▫ Enables Measurement of
Progress
▫ Provides an
Organizational
Perspective
 Job Analysis
RELATION TO ▫ It is of course related to the Philippine society
PHILIPPINE ▫ There are a lot of organization in the Philippines
▫ It is necessary for the successful functioning of the organization
SOCIETY ▫ In midst of modernization,
▫ Traditional Job analysis should also modernize,
▫ Strategic Job analysis
▫ To meet the standards of the emerging needs of
contemporary organization
▫ For it to be flexible and adaptable
▫ Increase the organization’s survival and success