Job Analysis

Job Analysis

The systematic process of collecting information that

identifies similarities and differences in the work.
Collects information about work contents- duties,
responsibilities, necessary skills required, expected
employee’s behavior and outcomes from a particular job.

The systematic process of collecting information that identifies similarities and differences in the systematic
process of collecting information that identifies similarities and differences in the work.
 Why Perform Job Analysis

 It helps managers to identify skills and experiences

required to perform the job which clarifies hiring standard,

promotion standard and training needs.
 Provides a work-related rationale for pay differences to

both managers and employees.

 Helps managers to defend their pay decisions when

challenged.
 What Information Should Be Collected?

Job data: Identification

 Job titles, departments, the number of people who hold the job etc.
Job data: Content
 Heart of job analysis
 Elemental tasks or units of work, with emphasis on the purpose of
each task
Employee data
 We can look at the kinds of behaviours that will result in the
outcomes
 Employee characteristics, internal & external relationship
 How Can the Information Be Collected?

Conventional Method
 The most common way to collect job information is to ask the

people who are doing a job to fill out a questionnaire.

 Sometimes an analyst will interview the jobholders and their

supervisors to be sure they understand the questions and that

the information is correct.
 Or the analyst may observe the person at work and take notes

on what is being done

 How Can the Information Be Collected?

Advantages
 Involvement of employees and their supervisors increase

their understanding of the process.

Disadvantage
 Open to bias and favoritism

 Time consuming
 How Can the Information Be Collected?

Quantitative Methods
 Increasingly, employees are directed to a Web site where they

complete a questionnaire online

 A questionnaire typically asks jobholders to assess each item in

terms of whether or not that particular item is part of their job. If

it is, they are asked to rate how important it is and the amount of
job time spent on it.
 Questionnaire is prepared considering different compensable

factors (Knowledge, communication, working conditions etc. )

 How Can the Information Be Collected?

Advantages
 Time and cost effective

Disadvantage
 Important aspects of a job may be omitted

 Resulting job descriptions can be faulty

Online Job Analysis Questionnaire
 Who Collects the Information ?

 In the past, new employees used to assigned for job

analysis, saying it would help them become familiar
with the jobs of the company.
 Today, if job analysis is performed at all, human
resource generalists and supervisors do it.
 The analysis is best done by someone thoroughly
familiar with the organization and its jobs and trained
in how to do the analysis properly.
 Who Provides the Information?

 Jobholders and their supervisors are principle sources.

 For key managerial/professional jobs, supervisors “two

levels above” have also been suggested as valuable sources

since they may have a more strategic view of how jobs fit in
the overall organization.
 Subordinates and employees in other jobs that interface with

the job under study are also involved.

 Top management and Union
 Job Descriptions Summarize Data

 Job Description are written statements that describe the-

 duties, responsibilities, most important contributions and
outcomes needed from a position, required
 qualifications of candidates
 and reporting relationship and co-workers of a particular
job.
 It provides a “word picture” of the job.

Job specifications – knowledge, skills, and abilities

required to adequately perform the tasks
Job Description of a Registered Nurse
 Verify the Description

The final step in the job analysis process

Verification often involves the jobholders as well as

their supervisors to determine whether the proposed

job description is accurate and complete.
It is discussed line by line with the analyst who can

take notes of any omissions, ambiguities or needed

clarifications.
 Judging Job Analysis

Reliability
 Is a measure of the consistency of results among various
analysts, various methods, various sources of data, or over
time.
 Differences in performances seem to influence reliability.

Validity
 Examines the convergence of results among sources of data
and methods
 If several job incumbents, supervisors, and peers respond in
similar ways to questionnaires, then it is more likely that the
information is valid
 Judging Job Analysis

Acceptability
 If job holders and managers are dissatisfied with the initial
data collected and the process, they are not likely to buy
into the resulting job structure or the pay rates attached to
that structure.
Usefulness
 It refers to the practicality of the information collected.
 Work-related information of job analysis helps to
determine how much to pay for a job.
 It helps determine whether the job is similar to or different
from other jobs.