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Job Analysis

JOB ANALYSIS

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jenny valandra
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3 views10 pages

Job Analysis

JOB ANALYSIS

Uploaded by

jenny valandra
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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JOB ANALYSIS

JOB ANALYSIS

•  The process of studying positions, of describing the duties


and responsibilities that go with jobs and of grouping similar
positions into job categories.
•  Human Resource Management starts with job analysis,
wherein positions are classified according to skill requirements and
other qualifications
•  This analysis leads to the specification of the skills that the job
occupants must possess
•  The process of getting detailed information about jobs
JOB ANALYSIS

Studying
EXAMPLE!
ADMINISTRATIVE OFFICER positions

• Job purpose:
• to provide assistance to the company in overseeing and conducting
medical readiness, recruiting, training management, supply
management, maintenance, security, safety, personnel management,
administrative, and public relations program.

Key duties/responsibilities of Administrative Officer:


Describi 1. Works with other units to coordinate and plan fund-raising, grants,
ng the marketing, communications, and outreach activities.
duties
2. Independently carries out a portfolio of responsibilities under the
and department’s purview, such as managing committees, securing
responsi approvals, and providing communications.
bi-lities
3. Provide expert guidance and leadership to more junior staff.
JOB ANALYSIS
EXA M
PLE!
Administrative
Finance Positions
Positions

Administrati
Accountant
ve Officer
Grouping
similar
positions
Administrati Financial
ve Assistant Analyst into job
categories

Budget
HRMO
Officer

Account
Clerk
Specialist
USES OF JOB ANALYSIS

• To know the duties of each job by studying the requirements in terms of skills,
effort, responsibilities, and Working condition
• To serve as a guide in the recruitment, selection and placement
and counseling of employees
• To serve as a basis for job evaluation and wage and salary administration
• To help determine working conditions that are hazardous,
unpleasant or unhealthy to help management take preventive and corrective
measures.
• To help in active supervision
• To determine the training needs of employees
• To standardize job titles
METHODS IN JOB ANALYSIS

1. The Questionnaire Method

2. The Interview Method

3. The Observation and Interview Method

4. The Questionnaire – Interview Method


I. THE QUESTIONNAIRE METHOD

• An effective way of obtaining job information is to have


employees accomplish well-designed Job Analysis
Questionnaires later reviewed by their immediate superiors
• Each employee is given a set of questions. In answering this,
he describes his job, its operations, duties and responsibilities.
Questionnaires are usually standardized or structured in such a
way that those filling them up can either check items that
apply to a job or rate items in terms of their relevance to a
particular job.
II. THE INTERVIEW METHOD

• - To obtain a whole perspective of the job, employees are


interviewed by their immediate superior in their place of work,
thus clarifying all the aspects of the job
III. THE OBSERVATION AND
INTERVIEW METHOD

• This is considered the best of the three methods of getting


information about the job because the facts are gathered not
only from the worker and the supervisor but also from an
actual observation of the employee at work, but it is the most
time-consuming and the most expensive.
IV. THE QUESTIONNAIRE –
INTERVIEW METHOD

• The job analyst interviews the employee and also the


supervisor who checks on the accuracy of the description given
by the employee.

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