Job Analysis Procedure

Step 1. Determine how job analysis information

will be used
Step 2. Examine the total organization and the
fit of each job
Step 3. Select jobs to be analyzed
Step 4. Collect and Analyze data
Step 5. Prepare job description
Step 6. Prepare job specification
Products of Job Analysis
Job Description (What the job entail)
Represents a written summary of the job as an
identifiable organizational unit
Job specification (what kind of person to assign for the
job)
Written explanation of the knowledge, skills, abilities and
other characteristics the job needs
• Methods of Collecting Job Analysis
Information
– Observation
• Possible to record the job as it is actually being
performed
• Limited to jobs with simple and repetitive cycle
• High possibility of missing important information
– Interviews
• Allows the interviewee to report activities and
behaviors that might not otherwise available from
organizational chart
• Allows face to face conversation
• Allows to collect data that are not easily observable
• Possibility of distortion of information by the
interviewee
• Exaggeration
– Questionnaires
• Quick and efficient
• Less costly method
• Developing Questionnaire and testing it can be
time consuming.
• Misinterpretation the questions
• Exceptions to a job may be overlooked
– Dairy method
• Provides detailed information about the job.
• Possibility for workers to exaggerate some as
aspects
• Which method to use
Although any of these four basic methods can be
used either alone or in combination
There is no general agreement about which
methods of job analysis yield the best
information.
Since these four basic methods seen to have
different strengths and weaknesses, it is
advisable to use a multi-method job analysis
approach.