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Job Analysis

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Responsibilities are major areas of accountabilityand are the primary functions of a job.

DutiesDutiesDuties are functions that the jobholder performsto meet the job's responsibilities.

Example: A recruiter has the responsibility to recruit jobcandidates; the recruiter performs the duty of interviewinto !nd "uali!ed job candidates.

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#he smallest identi!able and essential piece of a job that serves as a unit of wor$.

#as$s are coordinated and areated series ofwor$ elements used to produce an output.

Job Job

%ob is a basic term that describes a set of dutiesand responsibilities performed by one person ormultiple people.

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• A systematic approach to collect information abouta job such as tas$s& responsibilities and the s$illsre"uired to perform those tas$s

Who is involved in the Job Analysis?Who is involved in the Job Analysis?◦ anaement

◦ (upervisors

◦ %ob analysts

◦ %ob incumbent

◦ )onsultants

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%ob analysis assists *R in determinin:◦ +ecessity of the job

◦ E"uipment needed

◦ Education re"uired

◦ ($ills re"uired

◦ ,or$in conditions

Importance of Job AnalysisImportance of Job Analysis◦ Recruitin

◦ (election

◦ Appraisal

◦ (alaries and -ncentives

◦ #rainin and Development

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Job Analysis

Job Description

Job Specifications

RecruitingSelection

Strategic HR

Planning

Employee

Training

Employee

DevelopmentCareer Development

Performance

Appraisal

Compensate

Safety and

Health

abor Relations

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◦ ,or$ activities

◦ ,or$in conditions

(upervisors& ocation& (chedule etc.

◦ achines and e"uipment

◦ %ob performance

/perations& (tandards& #ime etc.

◦

Experience& trainin& and s$ills◦ (upervision and promotion patterns

◦ 0roducts1services completed

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/bservation

-nterview

◦

-ndividual◦ 2roup

3uestionnaire

Diary

#echnical )onference

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Direct observation is used for jobs that re"uiremanual& standardi4ed and short5job5cycle activities

Direct observation is not usually appropriate when the

job involves sini!cant mental activity

%ob analysts must be trained to:

/bserve relevant job behaviors

6e as unobtrusive as possible

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-nterviewin job incumbents is often donein combination with observation

#his is the most widely used techni"ue

-t allows the job analyst to tal$ with job incumbent

-nterviews can be conducted with a: (inle incumbent

2roup of incumbents

(upervisor who is familiar with the job

A structured set of "uestions is used soanswers can be compared

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What is the job being performed?

What are the major duties of your position? What exactly do you do?

What physical location do you work in?

What are the education, experience, skill and (where applicable)

certification and licensing requirements? In what actiities do you participate?

What are the job responsibilities and duties?

What are the basic accountabilities or performance that typifies your work?

What are your responsibilities? What is the enironmental and working

condition inoled? What are the jobs physical demands? !he emotional and mental demands?

What are the health and safety condition?

"re you exposed to any ha#ards or any unusual working conditions?

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3uestionnaires are the least costly datacollection method

#hey can collect lare amounts of data in a short time

A structured "uestionnaire includes speci!c "uestionsabout the job& wor$in conditions& and e"uipment

An open5ended format permits job incumbents to usetheir own words and ideas to describe the job

#he format and structure of a "uestionnaire aredebatable issues

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#o ma$e a "uestionnaire easier to use:

7eep it as short as possible

Explain what the "uestionnaire is bein used for

7eep it simple #est the "uestionnaire before usin it

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#he diary or lo is a recordin by incumbents of:

%ob duties

8re"uency of the duties

,hen the duties are accomplished

ost people are not disciplined enouh to $eep alo

7ept properly& the lo permits an examination of routineduties and exceptions

#he diary or lo is useful when analy4in jobs that aredi9cult to observe

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ses experts to ather information about jobcharacteristics

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#here is no areement about which methods of job analysis yield the best information

-nterviews should not be the sole data collection method

)ertain methods may be better for a iven situation

ost orani4ations base their choice on:

#he purpose of the analysis

#ime and budet constraints

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