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Job Analysis

HR

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sherinelabateya
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20 views13 pages

Job Analysis

HR

Uploaded by

sherinelabateya
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 DEFINITION

• It is the process of determining:

[1] What the job entails ` Job Description


For example: Duties, Responsibilities, It is an output of job analysis which
Tasks, Activities, Authority, Relationships, represents a document/list that
Supervisory Level, Performance describes the job content, environment,
Standards, Working Conditions, …etc. and conditions of employment.
Job Description
[2] What the job requirements are = Job Specification
jobholder qualifications It is an output of job analysis which
represents a document/list that indicates
For example: Education, Training,
the minimal acceptable qualifications
Experience, Knowledge, Abilities
incumbents must possess to successfully
(Physical/Intellectual), Skills, Languages,
perform the essential elements of their
Age, Personality, …etc.
jobs.
JOB ANALYSIS

Inputs Process Output


• Organization 1. Determine the purpose of conducting • Job Description
Strategy job analysis and communicate it
• Organization within the organization
Chart 2. Identify the jobs within the
• Process Chart organization

• Pay Roll Records 3. Select Representative Positions

• Previous Job 4. Develop Job Questionnaire


Descriptions 5. Collect Job Information
JOB ANALYSIS

5. Collect Job Information


Methods of Data Collection
1. Observation
2. Survey/Questionnaire
3. Interviews
4. Experts
5. Participant Log / Employee Diary
6. Combination
JOB ANALYSIS

Inputs Process Output


• Organization 1. Determine the purpose of conducting • Job Description
Strategy job analysis and communicate it within
the organization
• Organization
Chart 2. Identify the jobs within the organization

• Process Chart 3. Select Representative Positions

• Pay Roll Records 4. Develop Job Questionnaire

• Previous Job 5. Collect Job Information

Descriptions 6. Analyze the Job


JOB ANALYSIS

6. Analyze The Job


• Frequency
X
• Criticality
JOB ANALYSIS

Inputs Process Output


1. Determine the purpose of conducting job analysis
• Organization and communicate it within the organization • Job Description
Strategy 2. Identify the jobs within the organization
• Organization 3. Select Representative Positions
Chart 4. Develop Job Questionnaire

• Process Chart 5. Collect Job Information


6. Analyze the Job
• Pay Roll Records
7. Develop a Draft of the Job Description
• Previous Job 8. Verify the Job Description
Descriptions 9. Develop the Job Description
JOB ANALYSIS

9. Develop Job Description


• Sign
• Job Analyst
• Direct Manager

• Date
JOB ANALYSIS

Characteristics of Job Description


• Specific
• Accurate
• Up-to-date
• Known to the Employee
JOB ANALYSIS

Writing job specification is


EASIER
for professional/trained personnel
than for untrained ones
JOB ANALYSIS
XYZ Corporation
Job Code:
Department:
Sections of Job Description Job Title:
Reporting to:
Grade:
1. Job Identification Date:

2. Job Summary Job Summary:

Responsibilities and Duties:


3. Responsibilities and Duties
4. Authority of Job Incumbent
Working Conditions:
5. Relationships
Job Specification:
Education
6. Performance Standards Experience
Training
7. Working Conditions Languages
……..

8. Job Specification Job Analyst:


Date:
Direct Manager:
Date:
JOB ANALYSIS

Uses of Job Analysis Information

Recruiting
Labor relations Selection

Job analysis
Safety and health Human resource
Job description planning

Compensation Job specification


Employee training

Performance Career Employee


management management development
JOB ANALYSIS

Job-morphing / De-jobbing
• Job analysis techniques are either:
• Task-oriented job analysis focuses on what the job involves in terms of work activities and
outcomes.
Time and motion studies are task-focused method of job analysis.
It is useful for designing a job training or employee coaching program.
• Worker-oriented job analysis focuses on the characteristics of job incumbents required to
perform the job well.
Competency modeling is a worker-oriented approach to job analysis.
It is useful to design a recruitment plan.
 HR professionals rely on a combination of the two techniques.

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