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JOB ANALYSIS
• The process of collecting information about a job. It finds
out the anatomy of the job. It finds out the contents of an
existing job.
• It defines and documents the duties, responsibilities and
accountabilities of a job and the conditions under which
a job is performed.
JOB ANALYSIS METHODS
• Observation method – job analyst watches
employees directly or reviews film of workers
on the job.
• Individual interview method – a team of job
incumbents is selected and extensively
interviewed.
• Group interview method – a number of job
incumbents are interviewed simultaneously.
JOB ANALYSIS METHODS
• Structured questionnaire method – workers
complete
a
specifically
designed
questionnaire.
• Technical conference method – uses
supervisors with an extensive knowledge of
the job.
• Diary method – job incumbents record their
daily activities.
• The best results are usually achieved with some
combination of methods.
Job Analysis
Job
Descriptions
Job
Specifications
JOB DESCRIPTION
• This is prepared based on the data collected
through job analysis. It is a narration of the
content of a job. It is a description of the actual
and duties performed in a job, the relationship of
the job with other jobs, the equipment and tools
required, the nature of supervision, working
conditions and hazards of the job.
JOB DESCRIPTION
It is a statement containing item such as
• Job title
• Location
• Job summary
• Duties
• Machines, tools, equipments
• Materials and form used
• Supervision given or received
• Working conditions
• Hazards
SAMPLE JOB DESCRIPTION
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JOB SPECIFICATION
• It focuses on the person doing the job. It states
the minimum qualifications, skills, physical and
other abilities, experience, judgment and other
attributed required to do the job well.
SAMPLE JOB SPECIFICATIONS
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IMPORTANCE OF JOB ANALYSIS
• Job analysis is so
important to HR
managers that it has
been called the
building block of all
HRM functions.
• Almost every HRM
program requires
some type of
information determined
by job analysis:
• Work redesign
• Human resource
planning
• Selection
• Training
• Performance appraisal
• Career planning
• Job evaluation
TRENDS IN JOB ANALYSIS
•
•
•
•
•
Organizations are beginning to
appreciate the need to analyze jobs in
the context of the organization’s
structure and strategy.
Organizations are recognizing that
today’s workplace must be adaptable
and is constantly changing.
Job analysis must detect changes in
jobs as time passes.
Dejobbing
consists
of
viewing
organizations as a field of work
needing to be done rather than a
series of jobs held by individuals.
Organizational structures require the
broader understanding that comes
from an analysis of work flows.
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EXERCISE CONTEXT:
Lucy's RESTAURANT
• 4 Tables -- serving 40 meals per day
• Open for Breakfast and Lunch -- 1 Shift
• There are three employees
• Group Deliverables:
• Design three positions. Each position must include the
tasks, duties, and responsibilities that it entails.
• Pick a group spokesperson to share the position
descriptions with the class.
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THANK YOU