Last updated 01/04/09
CIPD Unit of Assessment – 09006
Unit title
Understanding job analysis and design
Level
3
Credit value
3
Unit code
09006
Unit review date
Qualifications link
Certificate in Human Resource Practice
Aim
To enable the learner to develop an understanding of the principles and practice of
job design.
Unit abstract
The overall focus of this unit is to develop the learner’s understanding of the principles and practice of job
analysis and job design. The unit content is designed as an introduction to the knowledge and skills required in
the use of a number of methods of conducting job analysis. Specifically, the unit will enable the learner to
articulate the purpose of disaggregating jobs into component parts i.e. job analysis, in order to provide the
foundation for a number of broader HR practices. In particular, the unit focuses on the principles of job design
and the use of job analysis data in the practice of job design. It is also designed to cover additional ways job
analysis is utilised, including but not limited to, recruitment and selection, job evaluation and equal pay.
Learners will develop a better understanding of how job analysis and design fits within the broader
professional area of organisation design.
This unit is suitable for persons who:

are new to human resources

are working in human resources in an administrative capacity

engage with activities related to job analysis, such as recruitment and selection

specialise in activities related to job analysis, e.g. job evaluation, work design, ergonomics.
Learning outcomes
On completion of this unit, learners will:
1.
Be able to explain the practice of job analysis including why and how it is done.
2.
Be able to assist in the process of undertaking job analysis and job design.
Guided learning hours
The notional learning hours for this module are 30 in total. If the unit is provided by attendance mode, the
guided learning hours would normally be considered to be 15 with an additional 15 hours of self-directed
learning for reading and the preparation of assessment evidence.
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Unit content
Indicative content is provided for each of the learning outcomes of the unit. The content is neither prescriptive
nor exhaustive but should enable achievement of the learning outcomes.
1.
Be able to explain the practice of job analysis including why and how it is done
Understanding the fundamentals of organisation design: accountabilities and responsibilities; job design;
principles of job levelling and evaluation and how it is done; working with HR colleagues to implement
structural changes.
Understand the need for job analysis: the rationale for conducting job analysis by demonstrating its uses,
including but not limited to the building of job descriptions, role specifications, pay structures, ergonomics,
designing jobs and the co-ordination of jobs, departments and organisations. The contribution of job analysis
and job design to individual job satisfaction and/ or job efficiency.
The advantages of job analysis: The business case for job analysis and its use as a defence in cases of
discrimination and equal pay through analytical job evaluation techniques.
Techniques of job analysis: An introduction to the benefits and drawbacks of a range of methods of
undertaking job analysis including questionnaire methods such at the Work Profiling System and Position
Analysis Questionnaire; other less commonly used and/or supplementary techniques such as observation,
work diaries and interviews.
2.
Be able to assist in the process of job analysis and job design
The administration of job analysis: exploration of the documentation that supports methods of job analysis e.g.
observation sheets, diary sheets, computerised checklists.
Presentation and interpretation of information: analysing and presenting information in line with the
guidelines associated with the chosen method.
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Unit assessment
In order to pass this unit, the evidence the learner presents for assessment must demonstrate that they have
met all the learning outcomes and assessment criteria.
Learning outcomes
1.
Be able to explain the practice
of job analysis including why
and how it is done.
Assessment criteria
1.1 Explain how job analysis and design fits within the context of
organisational design
1.2 Describe the main elements in job analysis
1.3 Explain the purposes of job analysis within the business context
1.4 Describe different methods of job analysis and the advantages
and disadvantages of each method
1.5 Differentiate between job descriptions and person specifications
2.
Be able to assist in the process 2.1 Describe the administrative and support functions relevant to job
of job analysis and job design
analysis
2.2 Interpret and present information pertinent to job analysis and
design
2.3 Undertake a job analysis
Assessment methods
To follow
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Learning resources for this unit
This section provides suggestions for suitable resources for this unit. The list is indicative only and should not
be considered as prescriptive or exhaustive. Learners should be encouraged to seek information from a variety
of sources.
Key textbooks
Bobko, P (2008) A Systematic Approach for Assessing the Currency ("Up-to-Dateness") of Job-Analytic
Information Public Personnel Management Fall2008, Vol. 37 Issue 3, pp 261-277
Chang, I-W and Kleiner, B (2002) How to conduct job analysis effectively. Management Research
News Volume: 25 Issue: pp 73-81
Pearn, M and Kandola, R (1995). Job Analysis: a practical guide for managers. London: Chartered Institute of
Personnel and Development
Taylor, S (2008). People Resourcing. London: Chartered Institute of Personnel and Development.
Key journals
1.
People Management
Useful websites
1.
Job Analysis website
www.job-analysis.net/
2.
Chartered Institute of Personnel and Development – Job evaluation Factsheet 2008
www.cipd.co.uk/subjects/pay/general/jobeval.htm
3.
ACAS
http://www.acas.org.uk/index.aspx?articleid=717
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