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THE ACTIVITIES IN JOB ANALYSIS
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THE ACTIVITIES IN JOB ANALYSIS
WHY USE JOB ANALYSIS?
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THE PROCESS OF JOB ANALYSIS
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THE METHODS OF JOB ANALYSIS
1. Direct observation
is a method of job analysis to observe and record behavior / events /
activities / tasks / duties while something is happening.
2. Work methods analysis
is used to describe manual and repetitive production jobs, such as
factory or assembly-line jobs. Work method analysis includes time
and motion study and micro-motion analysis.
3. Critical incident technique (CIT model)
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OTHER METHODS
5. Task Inventory; is a list of the discrete activities that make up
a specific job in a specific organization.
6. Job element method; This method is same the critical
incident technique. It focuses on work behaviors and the
results of this behavior rather than more abstract
characteristics. Job element method developed by Ernest
Prim off.
7. Diary method; This method is a useful tool of job
analysis to ask worker maintaining and keeping daily
records or list of activities they are doing on every day
8. Checklists and rating scales; Checklist is job analysis method
base on an inventory of job elements. You can ask question
about purpose of position; key responsibility areas;
organization; relationships; decision making; authority; Skills,
knowledge, experience; working conditions
OTHER METHODS
9. Competency profiling; Competency
modeling is the activity of determining
the specific competencies that are
characteristic of high performance and
success in a given job. Contents of
competency modeling include skills,
knowledge, abilities, values, interests,
personalities.
10. Examining Manuals/reference materials;
Manuals/reference materials such as
quality manual, human resource manual,
procedures, instruction, forms, job
description…are useful for analyst in job
analysis.
11. Technical conference; is a useful tool of
OTHER METHODS
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THE CONCEPT OF COMPETENCY
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HERE ARE EXAMPLES OF THE BUSINESS PROCESSES THAT CAN BE COMPETENCY-
BASED AND STRATEGICALLY ALIGNED IF YOU USE THIS APPROACH:
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WHY USE A COMPETENCY-BASED APPROACH?
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USING A COMPETENCY-BASED APPROACH HAS
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CASE STUDY JOB ANALYSIS
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