JOB ANALYSIS

WHAT IS A JOB?

• Job
Job
• Position

• Job Family Job Job Job

4–2
JOB REQUIREMENTS
• Job Specification

• Job Description

4–3
RELATIONSHIP OF JOB REQUIREMENTS TO OTHER HRM
FUNCTIONS

Job Requirements

Recruitment
Recruitment Determine
Determinerecruitment
recruitmentqualifications
qualifications

Provide
Providejob
jobduties
dutiesand
andjob
jobspecifications
specificationsfor
Selection
Selection selection process
for
selection process

Performance
Performance Provide
Provideperformance
performancecriteria
criteriafor
forevaluating
evaluating
Appraisal
Appraisal employees
employees

Training
Trainingand
and Determine
Determinetraining
trainingneeds
needsand
anddevelop
develop
Development
Development
instructional programs
instructional programs

Compensation
Compensation Provide
Providebasis
basisfor
fordetermining
determiningemployee’s
employee’s
Management
Management
rate of pay
rate of pay

4–4
 JOB ANALYSIS
Job Analysis is the procedure through which you
determine the duties of the positions and
characteristics of the people to hire for them.

Job Analysis can be defined as an examination

of the jobs in an organization with a view to
documenting the knowledge, skills, and abilities
associated with successful performance of
those jobs.

4–5
FIGURE 4–1 THE PROCESS OF JOB ANALYSIS

4–6
PERFORMING JOB ANALYSIS
(STEPS)
1. Select jobs to study
2. Determine information to collect: Tasks, responsibilities, skill
requirements
3. Identify sources of data: Employees, supervisors/managers
4. Methods of data collection: Interviews, questionnaires, observation,
diaries and records
5. Evaluate and verify data collection: Other employees,
supervisors/managers
6. Write job analysis report

4–7
GATHERING JOB INFORMATION
• Interviews
• Questionnaires
• Observation
• Diaries

4–8
APPROACHES TO JOB
ANALYSIS
• Position Analysis Questionnaire (PAQ)

– A questionnaire covering 194 different tasks that, by means of a five-

point scale, seeks to determine the degree to which different tasks are
involved in performing a particular job

4–9
FIGURE 4–2 A SAMPLE PAGE FROM THE PAQ

Source: Position Analysis Questionnaire, copyright 1969, 1989 by Purdue

Research Foundation, West Lafayette, Ind. 47907. Reprinted with permission.
4–10
Approaches to Job Analysis (Cont’d)

• Critical Analysis Method

• Competency-Based Analysis
• Task Inventory Analysis
• HRIS and Job Analysis

4–11
 PREPARING THE JOB DESCRIPTION

Interview
Interview Supervisor
Supervisor
Questionnaire
Questionnaire
Job Securing
Securing Final
Final
Job consensus Draft
Analyst
Analyst consensus Draft
Interview
Interview
Questionnaire Employees
Employees
Questionnaire
Observation
Observation

Combine
Combineand
and Tentative
Tentative
reconcile data
reconcile data draft
draft

4–12
PART 2

4–13
TYPES OF JOB ANALYSIS
First, a job requirements job analysis seeks to identify and describe the specific tasks,
KSAOs, and job context for a particular job. This type of job analysis aims to be
objective and has a very well-developed body of techniques to support its
implementation.
A second type of job analysis, competency-based, attempts to identify and describe
job requirements in the form of general KSAOs required across a range of jobs; task
and work context requirements are of little concern. Competency-based approaches
focus on how jobs relate to organizational strategy.
A third approach to job analysis focuses on the rewards employees receive from their
work. Unlike the job requirements and competency-based approaches, the rewards-
based approach is used to assess what types of positive outcomes employees receive
from performing a job. From a staffing perspective, knowing the rewards of a job can
be very useful in attracting individuals to apply for, and ultimately accept, jobs in the
organization.
4–16
“GREAT EIGHT” COMPETENCIES USED IN ONE
FRAMEWORK

• Leading (initiates action, gives direction)

• Supporting (shows respect, puts people first)
• Presenting (communicates and networks effectively)
• Analyzing (thinks clearly, applies expertise)
• Creating (thinks broadly, handles situations creatively)
• Organizing (plans ahead, follows rules)
• Adapting (responds to change, copes with setbacks)
• Performing (focuses on results, shows understanding of organization)