Job Analysis

Job Analysis

 Job

Analysis - the procedure for determining the duties & skills requirements of a job and the kind of person who should be hired for  Job Description - A list of a what the job’s entail  Job Specifications - what kind of people to hired for the job

Types of information via the job analysis  Work

activities  Human behaviors  Machines, tools, equipment, and work aids  Performance standards  Job context  Human requirements 

Uses of a job analysis information Recruitment

and selection Compensation Performance appraisal Training Discovering unassigned duties EEO compliance

Job analysis

Job description and job specifications

Training requirement) appraisal iting & selection Performance decisions Job evaluation – wage and salary decision (compensation

Steps in Job analysis Step 1 – Decide how you’ll use the information  Step 2 – Review relevant background (Organization charts, process charts, job descriptions)  Step 3 – Select representative positions  Step 4 – Analyzed the job, by collect data on job activities, required employee behaviors, working conditions, human traits etc  Step 5 – Verify the job analysis information.  Step 6 – Develop a job description and job specification. 

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Methods of collecting Job analysis information Interview Questionnaires Observation Participants

diary/logs Quantitative job analysis techniques 

Writing job descriptions Job

identification Job summary Responsibility and duties Authority of incumbent Standards of performance Working conditions Job specifications

Writing job specifications Specifications

for trained versus untrained personnel Specifications based on judgement Specifications based on statistical analysis 

Job analysis in a “Jobless” world