JOB ANALYSIS

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JOB ANALYSIS
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JOB ANALYSIS (Analisis Pekerjaan)

• Apa yang dimaksud dengan job
• analysis
• Apa manfaat dari job analysis ?
• Metode job analysis
• Pelaksanaannya dan masalah

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JOB ANALYSIS
Job - Consists of a group of tasks that must be
performed for an organization to achieve its
goals Position - Collection of tasks and
responsibilities performed by one person there
is a position for every individual in an
organization
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JOB ANALYSIS
What is a job?

• Sekelompok posisi yang mencakup elemen-elemen
  pekerjaannya, tugas-tugas dan tanggung jawab yang
  dicakup dalam suatu deskripsi pekerjaan
• Similar, but different concepts
• position kombinasi kewajiban2 yang dibutuhkan
  oleh seseorang dalam menunaikan suatu pekerjaan.
• occupation kategori pekerjaan yang dijumpai pada
  perusahaan-perusahaan.

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JOB ANALYSIS

• Identifies components of job by answering 4
  questions
• What does incumbent actually do?
• What are duties, responsibilities, performance
  expectations?
• What KSAs (knowledge, skill and attitude) are
  needed for success?
• What are conditions, location, physical social
  needs, supervision needs, etc. under which job is
  performed?

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JOB ANALYSIS
What is job analysis?

• Proses yang sistematis dari menghimpun informasi
  dari tugas, kewajiban dan tanggung jawab dari
  pekerjaan tertentu.
• An important part of Human Resources (HR) planning

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JOB ANALYSIS
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JOB ANALYSIS
Essential Characteristics of Job Analysis Data

• Provides information about jobs that
  distinguishes between jobs
• Provides the necessary information to distinguish
  between different performance levels within the
  job

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JOB ANALYSIS
Manfaat Job Analysis?

• Telaah dan Perencanaan Kerja
• Suksesi Manajemen
• Pelatihan dan pengembangan
• Jalur karir
• Kriteria seleksi
• Evaluasi pekerjaan

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JOB ANALYSIS
Manfaat Job Analysis?

• Analisis penyusunan kepegawaian Informasi
  pekerjaan.
• Desain organisasi menganalisis elemen, menyusun
  posisi org.
• Redesain pekerjaan untuk meningkatkan metode
  penyusunan pegawai, mengurangi kesalahan,
  eliminasi yang tidak perlu, perbaikan kinerja.

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JOB ANALYSIS
Major Human Resources Management Actions that
Rely on Job Analysis Information

1. Evaluate how environtmental challenges affect
   individual jobs
2. Eliminate unneeded job requirements that can
   cause discrimination in employment
3. Discover job elements that help or hinder the
   quqlity of work life
4. Plan for future human resources requirements
5. Match job applicants and job openings
6. Determine training needs for new and experienced
   employees
7. Create plans to develop employee potential
8. Set realistic performance standards
9. Place employees in jobs that use their skills
   effectively
10. Compensate jobholders fairly

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JOB ANALYSIS
Siapa yang melakukan JOB ANALYSIS ?

• Pakar job analysis
• Job Analyser dari luar
• Supervisor
• Manager
• Individu yang sungguh memahami orang-orang,
  pekerjaan dan keseluruhan sistem organisasi.

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JOB ANALYSIS
Pertimbangan Strategik dalam JOB ANALYSIS

• Tingkat partisipasi karyawan dalam proses job
  analysis.
• Pelaksanaan job analysis (rincian proses)
• Waktu pelaksanaan job analysis
• Keputusan penggunaan orientasi (tradisional /
  masa depan)

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JOB ANALYSIS
ASPEK PEKERJAAN JOB ANALYSIS

• Keluaran pekerjaan (penyusunan staff, penetapan
  standar dan tujuan kerja, evaluasi nilai kerja)
• Aktivitas yang dilaksanakan. (tujuan perancangan
  kerja, struktur org., persyaratan kerja dan jalur
  karir, kebutuhan pelatihan dan pengembangan,
  pendefinisian kebutuhan suksesi manajemen,
  perencanaan tinjauan kerja.

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JOB ANALYSIS
ASPEK PEKERJAAN JOB ANALYSIS

• Kompetensi (definisi persyaratan kerja untuk
  seleksi, penempatan, jalur karir, rencana desain
  org. kebutuhan pelatihan).
• Struktur balas jasa (administrasi gaji).

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JOB ANALYSIS
Tasks
Responsibilities
Duties

• Human Resource Planning
• Recruitment
• Selection
• Training and Development
• Performance Appraisal
• Compensation and Benefits
• Safety and Health
• Employee and Labor Relations
• Legal Considerations
• Job Analysis for Teams

Job Descriptions
Job Analysis
Job Standards
Job Specifications
Knowledge
Skills
Attitudes
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Processes of Job Analysis

• Job Analysis
• The determination through observation and study,
  of pertinent information about a job, including
  specific tasks and necessary abilities,
  knowledge, and skills
• Job Description
• The formal, written description of a specific
  job, such as the job title, tasks to be
  performed, physical and mental skills required,
  duties, and responsibilities
• Job Specification
• The written description of the qualifications
  necessary for a specific job, such as education,
  experience, personal characteristics, and
  physical characteristics

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JOB ANALYSIS
Dont Mix These Up!!

• Job Analysis Proses yang sistematis dari
  menghimpun informasi dari tugas, kewajiban dan
  tanggung jawab dari pekerjaan tertentu.
• Job Description pernyataan faktual dan
  terorganisasi perihal kewajiban dan tanggung
  jawab pekerjaan tertentu.
• Job Specification menunjukkan kualitas yang
  disyaratkan bagi pelaksanaan yang dapat diterima.
• Job Evaluation proses sistematik dan beruntun
  untuk menentukan nilai suatu pekerjaan
  (menentukan kompensasi).

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Job Descriptions
A Job Description is a written statement that
explain the duties (what the job is, how it is
done and why), working conditions and other
aspects of a specified job.
Its a profile of the job
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Job Specifications
A Job Specification describes the job demands on
the employees who do it and the human skills that
are required (experience, training, education and
the ability to meet physical and mental demand).
Its a profile of the human characteristics
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Job Standards
Job Standards are a key part of any control
system (standards, measures, correction, and
feedback) which have two functions first become
the targets for employee efforts, second used as
criteria against which job success is measured.
Its a target as well as criteria
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JOB ANALYSIS
TEKNIK JOB ANALYSIS

• Observasi
• Analisis Pekerjaan Fungsional
• Wawancara
• Kuesioner
• Kuesioner disesuaikan
• Kuesioner Informasi Analisis Pek.
• Kuesioner lengkap
• Kuesioner analisis posisi
• Catatan harian karyawan.

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OBSERVASI

• Mengobservasi orang yang melaksanakan pekerjaan
• Pekerjaan diasumsikan konstan sepanjang waktu.
• Tujuan untuk menganalisis persyaratan dari
  pekerjaan, bukan menilai.

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Analisis Pekerjaan Fungsional

• The Department of Labor
• Job analyst uses observation methods to gather
  information about an employee
• Information organized into 3 categories
• Data
• People
• Things

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Contoh Analisis Pekerjaan Fungsional

• Work Functions
• Data Orang
  Barang
• 0. Pensintesaan 0. Penasihatan 0.
  Penetapan
• 1. Koordinasi 1. Negosiasi 1. Bekerja
  cermat
• 2. Analisis 2. Instruksi 2.
  Pengendalian
• 3. Pengumpulan 3. Penyeliaan 3. Dorongan
• 4. Komputasi 4. Peragaman 4. Manipulasi
• 5. Penyalinan 5. Pembujukan 5.
  Pemeliharaan
• 6. Pembandingan 6. Pembicaraan 6.
  Pemberian
• 7. Pelayanan 7. Penanganan
• 8. Melayani
• Skor ditemukan dengan melakukan observasi, nilai
  0 untuk nilai tertinggi

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WAWANCARA

• Ada 3 jenis ( inidividu, kelompok karyawan,
  kelompok supervisor)
• Validitas tgt pada
• Penggunaan metode sistematik
• Sampel yang diambil
• Kelemahan distorsi informasi
• Diperlukan informasi tambahan.

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KUESIONER

• Kuesioner yang disesuaikan dengan aktivitas
  organisasi.
• Kuesioner terbitan
• Informasi untuk membongkar tugas, tanggung jawab,
  kemampuan, standar kinerja pekerjaan.
• Kuesioner analisis kuantitatif

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KUESIONER ANALISIS POSISI

• Position Analysis Quest. Berisi 194 butir (6
  dimensi), menggambarkan pentingnya suatu unsur
  dasar.
• PAQ menyajikan skor kuantitatif
• Informasi input
• Proses mental
• Output kerja
• Relationship
• Job contex

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Catatan Harian Karyawan

• Pencatatan secara berkala tugas, aktivitas
  karyawan
• Analisis yang membutuhkan waktu, ketelitian yang
  tinggi dan biaya yang mahal.
• Berguna untuk menganalisis struktur kerja,
  organisasi, persyaratan staff, kebutuhan
  pelatihan.

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KRITERIA TEKNIK JOB ANALYSIS

• Keandalan (reliability) Ukuran konsistensi
• Validitas ukuran akurasi
• Menghimpun data dari kary dan superv.
• Tujuan analisis

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Masalah2 dalam JOB ANALYSIS

• Ketakutan karyawan (ancaman pekerjaan, tingkat
  gaji, tingkat produksi).
• Mengumpulkan informasi yang mutakhir.

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Keberhasilan JOB ANALYSIS

• Komitmen manajemen puncak
• Keterlibatan serikat pekerja
• Keterlibatan karyawan
• Komunikasi yang efektif
• Penugasan personalia untuk pelaksanaan
• Penggunaan pakar
• Pengumpulan data
• Penggunaan alat dan teknik yang tepat.
• Penggunaan komite untuk pengawas.

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JOB ANALYSIS
Job identification

• Application
• Job descriptions
• Job specifications
• Job standards

General familiarity with organization and type of
work
Questionnaire development
Data collection

• Base information for
• Job design
• HR planning
• Recruitment, selection and training
• Performance evaluation
• Compensation and benefit
• EEO Compliance

Addition to HRIS
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JOB ANALYSIS
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JOB DESIGN
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JOB DESIGN
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JOB REDESIGN

• Work simplification
• Reengineering

UNDER SPECIALIZATION
JOB REDESIGN

• Job rotation
• Job enlargement
• Job enrichment
• Autonomous work teams

OVER SPECIALIZATION
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JOB REDESIGN

• Job enrichment - Basic changes in the content and
  level of responsibility of a job, so as to
  provide greater challenge to the worker
• Job enlargement - Changes in the scope of a job
  to provide greater variety to the worker
• Reengineering - Fundamental rethinking and
  radical redesign of business processes to achieve
  dramatic improvements in critical, contemporary
  measures of performance, such as cost, quality,
  service and speed

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JOB REDESIGN
PLAN
DO
CONTROL