JOB ANALYSIS

Different Job Terms

POSITION

Consists of the responsibility and

duties performed by an individual.
There are as many positions in a
firm as there are employees.
JOB

Group of positions that are similar

in their duties. In some instances,
only one position may be involved,
simply because no other similar
position exists. For example, the
position of chief accountant also
constitutes a job since there’s
only one chief accountant in the
organization.
OCCUPATION

Groups of jobs that are similar as

to kind of work and are found
throughout an industry. An
occupation is a category of work
found in many firms.
JOB ANALYSIS

The procedure used for

determining/collecting information
relating to the operations and
responsibility of a specific job.
The end result of this analysis is
job description and job
specifications.
JOB DESCRIPTION

Organized, factual statements of

the duties and responsibilities of
a specific job. It tells what is to
be done, how it is done, and why.
It is a list of job duties,
responsibilities, reporting
relationships, working conditions,
and supervisory responsibilities.
JOB SPECIFICATIONS

Written explanation of the minimum

acceptable human qualities
necessary for effective performance
of a given job. It designates the
qualities required for acceptable
performance, that is, the requisite
education, skills, personality, and
so on.
JOB CLASSIFICATION

Grouping of jobs on some specified

basis such as kind of work or pay.
It can refer to a grouping by any
selected characteristics but
preferably used most often in
connection with pay and job
evaluation.
JOB EVALUATION

Systematic and orderly process of

determining the worth of a job in
relation to other jobs. The
objective of which is to determine
the correct rate of pay. It is not
the same as job analysis rather it
should follow the job analysis
process, which provides the basic
data to be evaluated.
TASKS

Coordinated and aggregated series

of work elements used to produce an
output.
Job analysis provided information
in several cases including the
following:

 How much time is taken to

complete basic tasks?

 How are tasks grouped together

into a job?

 How can a job be designed so that

employee performance can be
improved?
 What kinds of skills are needed
to perform a given job?

 What kind of person is best

suited to perform certain type of
job?
Specific Information Provided by
Job Analysis

1. Job title and location

2. Organizational relationship

3. Relation to other jobs

4. Job summary

5. Information concerning job

requirements
Uses of Job Analysis Information

1. Preparing the job description and

writing the job specifications

2. Recruitment and selection

3. Determining the rate of

compensation

4. Performance appraisal
5. Training

6. Career planning and development

7. Safety

8. Labor relations
Methods Used in Job Analysis

1. Interview

2. Observation

3. Questionnaires

4. Employee Recording/Diary/Log
 STEP 2 STEP 3 STEP 4
STEP 1
Collect data by
Examine the total
Determine the using acceptable
organization and
purpose of job Select job to be job analysis
the fit of each job
analysis analyzed techniques

STEP 7 STEP 5
STEP 6
Use information from Steps 1-6 for
job design, planning, selection and
Prepare job Prepare job
training, recruitment, performance
specifications description
appraisal, compensation , etc.

Recommended Steps in Conducting Job Analysis