Chapter 4
Job Analysis
1
Learning Outcomes
After reading this chapter, you should be
able to:
• Understand the central role played by job analysis in
all HR activities, and especially in the effective
conduct of HR planning
• Comprehend the two essential elements of any job:
methods and time standards
• Explain common problems associated with the job
analysis process
• Identify the five steps of the job analysis process
2
Definitions
Job: A grouping of related duties, tasks, and
behaviours performed by one or more
individuals, namely jobholders
Positions: Refers to the number of individuals
who are performing the duties, tasks, and
behaviours required by a specific job
3
Definitions
Job analysis: The analysis of subdivided
work in the organization, both at the
level of the individual job and for the
entire flow of the production process
• A job analysis will produce written
outcomes (documents), including job
descriptions and job specifications.
4
Definitions
Job description: Outlines the duties or
tasks to be carried out on the job
Job specification: Outlines the
competencies the jobholder must
possess to be a successful performer in
the specified job
5
©Goodluz/Shutterstock
Job Analysis
Job analysis: An
examination of the
jobs in an organization
that will document the
KSAOs:
1. Knowledge (K)
2. Skill (S)
3. Ability (A)
4. Other attributes (O)
6
Compensable
Factors
1.
2.
3.
4.
Skills (technological experience)
Effort (mental and physical)
Responsibility (people, product, money)
Working conditions
7
Scientific
Management
Examines two main aspects of each job in the
organization:
1. Method employed: How the jobholder performs
the job
2. Time measurement: The amount of time the
jobholder requires to complete the task
8
Job Analysis and
HR Planning
•
•
Job analysis ensures that recent changes
have been incorporated into job
descriptions and specifications.
Changes in technology, organizational
structure and strategy, globalization, and in
the external environment can affect core
activities and how work is organized.
9
Job Analysis and
HR Planning
• With so many changes happening to
organizations, job analysis must be a
continuous activity.
• Job analysis is a critical business
practice to ensure legal compliance and
also the foundation for effective talent
management systems.
10
Problems Associated
with Job Analysis
1. Job analysis that is neither updated
nor reviewed
2. Job description or specification that is
too vague
3. Contamination and deficiency
4. Time and costs of job analysis
11
Problems Associated
with Job Analysis
Deficiency: An error of omission when a
job description or specification fails to
incorporate important aspects of the job
required for success
Contamination: An error that occurs
when unimportant or invalid behaviours
or attributes are incorporated into a job
description or specification
12
The Process of
Job Analysis
1. Determine the job or process to be analyzed.
2. Determine methods and analyze the job or
process.
3. Examine the recorded data on the job or process.
4. Define and formalize new methods and
performance standards for the job or process.
5. Maintain new methods and performance
standards for the job or process.
13
The Pros & Cons
One of the common reasons advanced for not conducting job
analysis is the substantial cost that can be associated with such an
undertaking. Present a more balanced perspective by identifying
both the various benefits of conducting job analyses and the
incremental costs that may occur if the process is not instigated.
Break into 2 groups: Take 15 mins. & pick 1 or 2 spokes persons
To present
Group 1 ~ What are the Benefits of job analysis
Group 2 ~ The is downside to performing job analysis
14
What about
Dejobbing?
Dejobbing:
Broadening responsibilities of a job
Encouraging employee initiative
15
Internal factors leading to dejobbing
– Flatter organizations
– Work Teams
External factors leading to dejobbing
–
–
–
–
–
–
Rapid product and Technological change
Global competition
Deregulation
Political instability
Demographic changes
Rise of the service economy
16