JOB ANALYSIS

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• JOB ANALYSIS

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Job Analysis A Basic Human Resource Tool
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Studying and under-standing jobs through the
process known as job analysis is a vital part of
any HRM program.
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Job Analysis

• Knowing Who Does What?

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Purposes of the job Analysis
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• Major duties or activities required
• Conditions under which the job is performed

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What Is a Job?
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• Work
• Effort directed toward producing or accomplishing
  results

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• Task
• A distinct, identifiable work activity composed
  of motions

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• Duty
• A larger work segment composed of several tasks
  that are performed by an individual.

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• Responsibility
• An obligation to perform certain tasks and
  duties.

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• Position
• Set of tasks and duties performed by single
  individual

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• Job
• Group of positions that are identical with
  respect to their major significant tasks and
  sufficiently alike to be covered by single
  analysis

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• Occupation
• General class of jobs

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• Career
• Sequence of jobs held by individual throughout
  lifetime

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• Job Description
• Written narrative describing activities performed
  on a job includes info about equipment used and
  working conditions.

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Other Important Job Analysis Terms

• Job Specification
• Identifies major job responsibilities outlines
  specific KSA, and other physical and personal
  characteristics necessary to perform a job.

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• Job
• Grouping of tasks, duties, responsibilities
  that constitutes the total work assignment for
  employees

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• A job is a set of closely related activities
  carried out for pay

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Job Analysis Defined
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• Job Analysis is the SYSTEMATIC process of
  collecting and making judgments about all the
  important information related to a job.

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This Analysis Includes
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• Identifying tasks/duties performed
• Identifying Knowledge, Skills and Abilities
  (KSAs) required to perform those tasks

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Reasons For Conducting Job Analysis
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• Staffing
• Training and Development
• Compensation and Benefits

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• Safety and Health
• Employee and Labor Relations
• Legal Considerations

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Types of Job Analysis Information
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• Work activities
• Worker-oriented activities
• Machines, tools, equipment, and work aids used

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• Job-related tangibles and intangibles
• Work performance
• Job content
• Personal requirements for the job

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Questions Job Analysis Should Answer
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• What physical and mental tasks does the worker
  accomplish?
• When does the job have to be completed?
• Where is the job to be accomplished?

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• How does the worker do the job?
• Why is the job done?
• What qualifications are needed to perform the job?

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Job Analysis Decisions
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• What type of information will be collected?
• How will the information be collected?
• How will the information be recorded or
  documented?

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When Job analysis Is performed
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• When the organization is founded
• When new jobs are created

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• When jobs are changed significantly as a result
  of new technologies, methods, procedures, or
  systems

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Uses of Job Analysis
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Equal Employment
Selection
HR Planning
Recruitment
HR Research
HR Development
Job Analysis
Performance Appraisal
Employee Labor Relations
Compensation Benefits
Safety Health
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Importance of Job Analysis
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• Provide realistic job information's regarding
  duties, working conditions, and requirements
• Identifies relationships between supervisors and
  subordinates

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• Defines duties and related tasks
• Time required to perform duties

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• Basis for training, career planning, and career
  development
• Help to determine the worth/pay

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Strategic Importance ofJob Analysis
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Change in way the organization operates
Results in Job descriptions Job specifications
Change in organizations strategic goals
Change in people skills required
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Steps in Job Analysis
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Develop job description/ specification
Step 6
Review information with incumbents
Step 5
Step 4 Collect data to analyze job
Step 3 Select representative positions to analyse
Step 2 Review background information
Step 1 Identify how information will be used
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Job Analysis Information
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Worker Requirements knowledge, skills, abilities
Job Context plant assembly line
Job Content assemble boxes
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Job analysis outcomes
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• Job description
• Job specification
• Job evaluation