JOB ANALYSIS

HUMAN RESOURCE MANAGEMENT

Job Analysis

 Job analysis: Gathering and analyzing information about the

content, context, and the human requirements of jobs
 Purpose
 Aids in HR planning, recruiting, and hiring
 Provides accurate information for equal employment opportunity matters
 Is the basis for compensation, training, and employee performance appraisals
The Nature of Job Analysis

 Job analysis
 The procedure for determining the duties and skill requirements of a job and
the kind of person who should be hired for it.
 Job description
 A list of a job’s duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities—one product of a job analysis.
 Job specifications
 A list of a job’s “human requirements,” that is, the requisite education, skills,
personality, and so on—another product of a job analysis.
Job Analysis in Perspective
Stages in the Job Analysis Process
Methods of Collecting Job Analysis Information: The Interview

 Information sources  Interview formats

 Individual employees  Structured (Checklist)
 Groups of employees  Unstructured
 Supervisors with
knowledge of the job
 Advantages
 Quick, direct way to find
overlooked information.
 Disadvantages
 Distorted information
Questionnaires
 Information source
 Have employees fill out
questionnaires to describe
their job-related duties and
responsibilities.
 Questionnaire formats
 Structured checklists
 Opened-ended questions
 Advantages
 Quick and efficient way to
gather information from
large numbers of employees
 Disadvantages
 Expense and time
consumed in preparing and
testing the questionnaire
Questionnaires
 Information source
 Have employees fill out
questionnaires to describe
their job-related duties and
responsibilities.
 Questionnaire formats
 Structured checklists
 Opened-ended questions
 Advantages
 Quick and efficient way to
gather information from
large numbers of employees
 Disadvantages
 Expense and time
consumed in preparing and
testing the questionnaire
Participant Diary/Logs
 Information source
 Workers keep a
chronological diary/ log of
what they do and the time
spent in each activity.
 Advantages
 Produces a more complete
picture of the job
 Employee participation
 Disadvantages
 Distortion of information
 Depends upon employees to
accurately recall their activities
 JOB DESCRIPTION

 Task
 Distinct, identifiable work activity comprised of motions
that employees perform
 Duty
 Work segment comprised of several tasks that are performed by
individuals
 Responsibilities
 Obligations to perform certain tasks and duties
within a job
Writing Job Descriptions
 A job description
 A written statement of what the worker actually does, how he or she does it, and what the
job’s working conditions are.
 Sections of a typical job description
 Job identification
 Job summary
 Responsibilities and duties
 Authority of incumbent
 Working conditions
 Job specifications
 Job Description Components
 Identification
 Job title and department
 Reporting relationships
 Location and date of analysis
 General Summary
 Job’s general responsibilities and components
 Acts as a complete overview
 Essential Job Functions and Duties
 Functions and duties listed in order of importance
 List tasks, duties, and responsibilities
Job Specification

 Job Specifications
 Knowledge, skills, and abilities
 Education and experience
 Physical requirement and/or working conditions

 Disclaimers and Approvals

 Many job descriptions include approval signatures and a legal disclaimer

.
SPECIALIZED JOBS
Competency-Based
Job Analysis
 Competencies: Individual capabilities that can be linked to
enhanced performance
by individuals or teams
 Technical competencies
 Behavioral competencies
 Identifies characteristics that make employees successful
on the job
 Strives to influences future job performance
Behavioral Aspects
of Job Analysis
 Current Incumbent Emphasis
 Focus on core duties and necessary knowledge,
skills, and abilities
 Functional Aspects
of Job Analysis
 Current Incumbent Emphasis
 Focus on core duties necessary for accomplishing technical functions associated to job.
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