CHAPTER 2

JOB ANALYSIS
Definition of Job Analysis

A process used to determine knowledge, skills and abilities, as

well as the duties necessary to successfully perform a job. A
technique of studying a job to identify the SKAE and other
requirements necessary to perform the job.

A process of gathering information on a particular job by

identifying the responsibilities and duties related to the post.

A process of obtaining information about a particular job by

determining the responsibilities, duties, skills and experiences of
the prospective employees.
Purpose of Job Analysis

1. Help organization establish

2. Provide an impact to other
the job relatedness of its
document to adhere to certain
selection and performance
governmental rules.
requirements.

3. Help HR manager to use

these data in order to develop 4. Improve organization
job description and job performance and duties.
specification.
Information Needed in Job AnalysisRelationship between

1. Work Activities or Tasks details

2. Duty and Responsibility
3. Knowledge, skills, abilities needed to do the task
4. Machines, Tools and Equipment
5. Job-Related
6. Job Context/Employment Context
7. Performance Standards
 Process of Job Analysis

Step 1 •Determine the job that is going to be analyzed

Step 2 •Determine the type of job data need to be gathered

Step 3 •Source of data gathered

Step 4 •Determine method of data gathering

Step 5 •Verify the information/evaluate and confirm data

Step 6 • Prepare report

Method of Collecting Information in Conducting Job Analysis

Qualitative Method Quantitative Method

1. Interview 1. Functional Job Analysis (FJA)
2. Survey/Questionnaire 2. Position Analysis Questionnaires
3. Observation (PAQ)
4. Journals & records/logbooks 3. Critical Incident Method
4. Computerised Job Analysis
Job Description and Job Specification from Job Analysis

Job Description Job Specification

Position Name  Skill requirements
Work Introduction  Physical requirements
Duties or Obligations
Contents of Job Specification Statement:
1. Required Education
2. Health and Physical Fitness
3. Appearance
4. Mental and Other Abilities
5. Experience
 Job Analysis Usage in Human Resource Management

1. Human 5. Relation 6. 8. Health and

2. Recruitment 3. Performance 4. Training & 7. Industrial
Resource between Compensation Safety in the
and Selection Evaluation Development Relations
Planning Workers Management workplace
 Terms used in Job Analysis

3. Work 4.
1. Job 2. Position
Measurement Competencies

6. Job 7. Job 8. Job

5. Job Design
Enrichment Enlargement Rotation

9. Job 10. Job

Identification Summary
 Person Involved in Job Analysis

1. the employee
2. the employee’s immediate supervisor.
3. job analysts
4. line supervisors
5. outside consultants
6. team members