Job Analysis

Job Analysis
Overview:
Job Analysis is a process to identify and determine in detail the particular job
duties and requirements and the relative importance of these duties for a given
job. Job Analysis is a process where judgments are made about data collected
on a job.
Job analysis, which is also called job review or job classification, is a systematic
exploration of the tasks, duties, responsibilities and accountabilities of a job. The
process of job analysis involves collection of background information, selection of
representative jobs to be analyzed, collection of job analysis information,
development of a job description and job specification.
The formal and systematic methods of job analysis are functional job analysis,
the position analysis questionnaire, and the critical incident technique. Job
analysis is useful for preparing job descriptions and job specifications which are
the basis for most of the HR activities like recruitment, training, performance
appraisal, industrial relations and wage and salary administration.
Job design determines the way in which work should be performed which, in turn,
affects the degree of authority of an employee over the work; the scope of
decision-making by the employee; the number of tasks an employee has to
perform; and employee satisfaction. The main objectives of job design are to
meet organization requirements such as higher productivity, operational
efficiency and quality; and to simultaneously satisfy the psychological and
sociological needs of the employees.
The Job; not the person an important concept of Job Analysis is that the analysis
is conducted of the Job, not the person. While Job Analysis data may be
collected from incumbents through interviews or questionnaires, the product of
the analysis is a description or specifications of the job, not a description of the
person.
1. Purpose of Job Analysis
The purpose of Job Analysis is to establish and document the 'job relatedness' of
employment procedures such as training, selection, compensation, and
performance appraisal.
• Determining Training Needs

Methods of training (i.e., small group, computer-based, video, Classroom...)
• Job Analysis can be used in compensation to identify or determine:
• Skill levels
• Compensable job factors
• Work environment (e.g., hazards; attention; physical effort)
• Responsibilities (e.g., fiscal; supervisory)
• required level of education (indirectly related to salary level)
• Selection Procedures
• Job Analysis can be used in selection procedures to identify or develop:
• Job duties that should be included in advertisements of vacant positions;
• Appropriate salary level for the position to help determine what salary
• should be offered to a candidate;
• Minimum requirements (education and/or experience) for screening
• Applicants;
• Interview questions;
• Selection tests/instruments (e.g., written tests; oral tests; job simulations);
• Applicant appraisal/evaluation forms;
• Orientation materials for applicants/new hires
• Performance Review
• Job Analysis can be used in performance review to identify or develop:
• Goals and objectives
• Performance standards
• Evaluation criteria
• Length of probationary periods
• Duties to be evaluated
2. APPROACHES FOR COLLECTION OF JOB

INFORMATION:
There are different approaches to job design – the engineering approach, the
Human relations approach, the job characteristics approach and the
Sociotechnical approach. An effectively designed job enhances employee
Productivity and satisfaction. Modern management has many job design options,
which can transform monotonous and routine jobs into more challenging and
motivating ones.
3. METHODS FOR GETTING JOB ANALYSIS:
Methods of collecting job analysis information include:
• OBSERVATION METHODS
Methods of observation include direct observation, work methods analysis,

critical incident technique.
1. Direct observation
Direct Observation is a method of job analysis to observe and record behavior / events
Activities / tasks / duties while something is happening.
2. Work methods analysis
Work methods analysis is used to describe manual and repetitive production
jobs, such as
Factory or assembly-line jobs. Work methods analysis includes time and motion
study and micro-motion analysis.
3. Critical incident technique (CIT model).
Critical incident technique is a method of job analysis used to identify work
behaviors that classify in good and poor performance.
4. INTERVIEW METHOD
Interview method is a useful tool of job analysis to ask questions to both
incumbents
and
supervisors in either an individual or a group setting. Interview includes
structured
Interviews, unstructured interview, and open-ended questions.
5. QUESTIONNAIRE METHODS:
To collect data for job analysis designs a questioner which is similar in nature
and contains a list of a job
• Work Profiling System (WPS model)

WPS model is a questionnaire technique of job analysis, is a computer-
administered System for job analysis, developed by Saville & Holdsworth, Ltd.
• MOSAIC model
MOSAIC model is a questionnaire technique of job analysis used to collect
information from incumbents and supervisors. It contains 151 job tasks rated in
terms of importance for effective job performance and 22 competencies rated in
terms of importance, and needed proficiency at entry.
• Common Metric Questionnaire (CMQ model)
CMQ model is a technique of job analysis that was developed by Harvey as a
“worker-oriented” job analysis instrument designed to have applicability to a
broad range of exempt and nonexempt jobs. It includes 41 general questions of
background section, 62questions of contacts with people, 80 items of decision
making, 53 items of physical and mechanical activities, 47 items of work setting.
OTHER METHODS
6. Task Inventory
A task inventory is a list of the discrete activities that make up a specific job in a
specific organization.
7. Job element method

This method is same the critical incident technique. It focuses on work behaviors
and the results of this behavior rather than more abstract characteristics. Job
element method developed by Ernest Prim off.
8. Diary method
This method is a useful tool of job analysis to ask worker maintaining and keeping daily
Records or list of activities they are doing on every day…
9. Checklists and rating scales
Checklist is job analysis method base on an inventory of job elements. You can
ask question about purpose of position; key responsibility areas; organization;
relationships;
decision making; authority; Skills, knowledge, experience; working conditions
10. Competency profiling

Competency modeling is the activity of determining the specific competencies
that are characteristic of high performance and success in a given job. Contents
of competency modeling include skills, knowledge, abilities, values, interests,
personalities.
11. Examining Manuals/reference materials

Manuals/reference materials such as quality manual, human resource manual,
procedures,
instruction, forms, job description…are useful for analyst in job analysis. These
documents are available for organizations applied to ISO 9000 standard.
12. Technical conference

Technical conference is a useful tool of job analysis base on Subject Matter
Experts
(SMEs). SMEs conduct brainstorming sessions to identify job elements. SMEs
can use all job analysis methods in here.
13. Threshold Traits Analysis System (TTAS model)

Threshold Traits Analysis System (TTAS model) is a method of job analysis, was
developed in 1970 by Felix Lopez. Threshold traits analysis system include a
standard setoff 33 traits: ability traits are “can do” factors and attitudinal traits are
“willing to do” factors.
14. Combination of methods

In process of job analysis, analyst can use and associate all methods to
collecting job information. For example, when you use direct observation, then
you always do interview method.
4. APPLICATIONS OF JOB ANALYSIS:

What are the uses of job analysis information?
Job analysis information is used in human resources on a regular basis to define:
• Job description: A job description gives an account of the work and duties
Associated with a particular job. It describes the way the job is performed
Currently. Most job descriptions contain the following information:
 The job name.
 Summary description of the job
 A list of duties for the job
 A list of organizational responsibilities related to the job
• Job specifications: Job specifications define the characteristics of the
activities
Associated with the job and given in the job description. They describe the skill
sets and qualifications that a candidate for the job should possess.
•Job classification: Job classification groups similar jobs into classes and
families.
This simplifies the overview for managers and is essential for streamlined
Functioning of an organization.
• Job evaluation: Job evaluation involves finding out the monetary worth of a job
and helps to set up equitable pay structures.
• Job design: Job design integrates employee needs with productivity needs to
Maximize worker efficiency.
The conclusions draw from this data will often be:
• identifying training needs of personnel
• Creating recruitment strategies
• Making performance reviews
Without proper job analysis by the human resources department, it is difficult for
any
Organization to remain competitive and be able to attract and retain talent

Job Analysis

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What are the different approaches to job design discussed?

What are some methods for collecting job analysis information?

Job Analysis

1. Purpose of Job Analysis

• Determining Training Needs

2. APPROACHES FOR COLLECTION OF JOB

3. METHODS FOR GETTING JOB ANALYSIS:

Methods of collecting job analysis information include:

Methods of observation include direct observation, work methods analysis,

• Work Profiling System (WPS model)

7. Job element method

10. Competency profiling

11. Examining Manuals/reference materials

12. Technical conference

13. Threshold Traits Analysis System (TTAS model)

14. Combination of methods

4. APPLICATIONS OF JOB ANALYSIS:

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