Chapter 2: Job Analysis

CHAPTER 2: JOB ANALYSIS
Job analysis is conducted to determine the responsibilities inherent in the position as

well as the qualifications needed to fulfill its responsibilities. It is essential when
recruiting to locate an individual having the requisite capabilities and education.
Importance of Job Analysis (JA)

Successful HRM practices can lead to outcomes that create competitive advantage.
When properly performed, job analyses can enhance the success of HRM practices by
laying the required foundation.
Definition of Different Job Terms

a. Position - consists of the responsibility and duties performed by an individual.
b. Job - group of positions that are similar in their duties.
c. Occupation - Group of jobs that are similar as to kind of work and are found
throughout an industry.
d. Job Analysis - The procedure used for determining/collecting information relating to
the operations and responsibility of a specific job.
e. Job Description - Organized, factual statements of the duties and responsibilities of a
specific job.
f. Job specifications - A written explanation of the minimum acceptable human qualities
necessary for effective performance of a given job.
g. Job Classification - Grouping of jobs on some specified basis such as kind of work or
pay.
h. Job evaluation - Systematic and orderly process of determining the worth of a job
relation to other jobs.
i. Tasks - Coordinated and aggregated series of work elements used to produce on
output.
j. O*Net - Online resource which has replaced the Dictionary of Job Titles; list of job
requirements for a very large number of jobs.
k. Functional Job Analysis - A task-based or work-oriented technique describing the
work performed.
l. Position Job Analysis Questionnaire (PAQ) - An example of a job analysis method.
Job analysis provides information in several cases including the following:

1. How much time is taken to complete basic tasks?
2. How are tasks grouped together into a job?
3. How can a job be designed so that employee performance can be improved?
4. What kind of skills is needed to perform a given job?
5. What kind of person is best suited to perform a certain type of job?
Specific Information Provided by Job Analysis
1. Job title and location
2. Organizational relationship – brief explanation of the number of persons
supervised and job title of the position supervised.
3. Relation to other jobs – describes and outlines the coordination required by the
job.
4. Job Summary – condensed explanation of the content of the job.
5. Information concerns job requirements – usually provides information about
machines, tools, materials, mental complexity and attention required, physical
demands, and working conditions.
Uses of Job Analysis Information

1. Preparing the job description and writing the job specifications - The result of
job analysis provides a complete description that contains job summary, the job
duties and responsibilities, machine and equipment used, and some indications of
the working conditions.
2. Recruitment and selection - Job analysis information is useful when searching
for the right person to fill the job.
3. Determining the rate of compensation - Job analysis information is also
essential for estimating the value of and appropriate compensation for each job.
4. Performance appraisal - It involves comparison of actual versus planned output.
5. Training - Job analysis information is used to design training and development
programs because the analysis and resulting job description show the skills and
therefore the kind of training that is required.
6. Career planning and development - The movement of individuals into and out
of positions, jobs and occupation is a common procedure in organizations.
7. Safety - The safety of a job depends on the proper layout, standards, equipment
and other physical conditions.
8. Labor relations - An attempt of an employee to add or subtract from the duties
listed, as a result of job analysis, is already a violation of this standard. The labor
union as well as the management is interested in this matter.
Methods Used in Job Analysis

1. Interview - Job analysis information can be obtained by interviewing the job
incumbent or by group interviews with group of employees doing the same job or
by interviewing the supervisor who is knowledgeable about the job.
2. Observation - Direct observation is especially useful when jobs consist mainly of
observable physical activity.
3. Questionnaires - The use of questionnaires is usually the least costly method for
collecting large amount of information in a short period of time.
4. Employee recording/use of log book - This is a recording by job incumbents of
job duties, frequency of the duties, and when the duties are accomplished.
Prepared by: Lara Marie Dogillo

BSED Social Studies ll

Chapter 2: Job Analysis

Uploaded by

Copyright:

Available Formats

Chapter 2: Job Analysis

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Chapter 2: Job Analysis

Uploaded by

Copyright:

Available Formats

CHAPTER 2: JOB ANALYSIS

Job analysis is conducted to determine the responsibilities inherent in the position as

Importance of Job Analysis (JA)

Definition of Different Job Terms

Job analysis provides information in several cases including the following:

Uses of Job Analysis Information

Methods Used in Job Analysis

Prepared by: Lara Marie Dogillo

You might also like

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.