Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. Job analysis provides a way to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection ...
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2. A systematic approach to collect information about a job
such as tasks, responsibilities and the skills required to
perform those tasks
An important part of Human Resources (HR) planning
3. Work simplification: A job may be analyzed to simplify the process
and methods involved in it. This will mean redesigning the job.
Work simplification helps to improve productivity of personnel.
Establishment of standards of performance: In order to hire the
personnel on a scientific basis, it is very necessary to determine in
advance a standard of performance with which applicant can be
compared.
Support to other personnel activities: Job analysis provides
support to other personnel activities such as recruitment ,selection,
training, development, performance appraisal, job evaluation
4. Job analysis assists HR in determining:
› Necessity of the job
› Equipment needed
› Skills required
› Supervision
› Working conditions
› Management/employee interaction
5. Recruiting
› Keyword searches on resumes that match job
requirements
Selection
Appraisal
Salaries and Incentives
Training and Development
6. Job Analysis
Job Description
Job Specifications
Recruiting Selection
Strategic
HR
Planning
Employee
Training
Employee
Development
Career
Development
Performance
Appraisal
Compensate
Safety and
Health
Labor Relations
7. Job analysis can also:
› Help the company remain profitable and competitive
› Help the company keep up with technology
› Prevent employees from being overworked
› Help the company stay
in compliance with
government regulations
9. Observation Method
› Analyst observes incumbent
Directly
Videotape
› Useful when job is fairly routine
› Workers may not perform to expectations
10. Interview Method
› Individual
Several workers are interviewed individually
The answers are consolidated into a single job
analysis
› Group
Employees are interviewed simultaneously
Group conflict may cause this method to be ineffective
11. Questionnaires
› Employees answer questions about the job’s tasks and
responsibilities
› Each question is answered using a scale that rates the
importance of each task
12. Diary Method
› Employees record information into diaries of their
daily tasks
Record the time it takes to complete tasks
› Must be over a period of several weeks or months
13. Technical Conference Method
› Uses experts to gather information about job
characteristics
14. Critical Incident Technique (CIT)
› Takes past incidents of good and bad behavior
› Organizes incidents into categories that match the job
they are related to
15. Organizational design
Manpower planning
Recruitment and selection
Placement and orientation
Training and development
Job evaluation
Performance appraisal
Job designing
Safety and health
Discipline
Employee counseling
Labour relation
16. Organising and planning for the programme
Obtaining current job design information
Conducting “needs research”
Establishing priorities in the jobs to be analyzed
Collecting job data
Redesigning the job
Preparing job descriptions and job classification
Developing job specifications
17. Conducting the job analysis
› Know the purpose
› Gather Information about jobs to be analyzed
Books
Charts
Trade union literature
Government agency literature
› Use employee input
18. Conducting the job analysis (ctnd.)
› Choose an efficient method of collecting
information
› Gather information from employee/supervisor
about the job
› Draft a job description
› Obtain supervisor approval
19. The Department of Labor
› Job analyst uses observation and interview methods
to gather information about an employee
› Information organized into 3 categories
Data
People
Things
20. Work Functions
Data People Things
. Synthesizing 0. Mentoring 0. Setting up
• Coordinating 1. Negotiating 1. Precision work
• Analyzing 2. Instructing 2. Operating
• Compiling 3. Supervision 3. Driving
• Computing 4. Diverting 4. Manipulating
• Copying 5. Persuading 5. Tending
• Comparing 6. Speaking 6. Feeding
7. Serving 7. Handling
8. Helping
21. Job titles are listed in the Dictionary of
Occupational Titles
Each job is given a code
› Ex. A recruiter might be assigned the code 2, 6, 7 if
the job entails analyzing data (2), speaking to
people (6), and handling different things (7)
See previous table
22. Lack of support from top management
Single method
Lack of training or motivation
Distortion of activities
23. The main purpose of job analysis is thus to collect the
data and then to analyses the data relating to a job.
A job can be analysed only after it has been designed
and someone is already performing it.
The most important thing is job description and job
specification are two products of job analysis plays a
major role .