Scribd
Upload
1K views11 pages

Job Analysis

Job analysis is a systematic process to define the tasks, responsibilities, skills, and conditions of a job. There are six main techniques to collect job analysis information: observation, individual interviews, group interviews, structured questionnaires, technical conferences, and diaries. Conducting a job analysis involves examining the organization, determining the purpose, selecting jobs, collecting data using these techniques, preparing job descriptions and specifications, and using the results for human resource processes like recruitment, selection, training, and performance evaluation.

Uploaded by

Tin Portuzuela
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
1K views11 pages

Job Analysis

Job analysis is a systematic process to define the tasks, responsibilities, skills, and conditions of a job. There are six main techniques to collect job analysis information: observation, individual interviews, group interviews, structured questionnaires, technical conferences, and diaries. Conducting a job analysis involves examining the organization, determining the purpose, selecting jobs, collecting data using these techniques, preparing job descriptions and specifications, and using the results for human resource processes like recruitment, selection, training, and performance evaluation.

Uploaded by

Tin Portuzuela
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 11

JOB ANALYSIS

Objectives
1. Define the term job analysis
2. Identify the six general techniques for obtaining
job analysis information
3. Describe the steps involved in conducting the
job analysis
4. Explain job descriptions, job specifications, and
job evaluations.
5. Identify elements of job enrichments that
contribute to employee morale and productivity
6. Describe how job analysis permeates all aspects
of HRM
7. Explain flexible scheduling alternatives
Job Analysis
• Is a systematic exploration of the activities
within a job
• A technical procedure used to define a job’s
duties, responsibilities, and accountabilities
• Involves the identification and description of
what is happening on the job accurately and
precisely identifying the required tasks, the
knowledge, and the skills necessary for
performing them, and the conditions under
which they must be performed
Job Analysis Methods
1. Observation method
2. Individual interview method
3. Group interview method
4. Structured questionnaire method
5. Technical conference method
6. Diary method
Observation method
• A job analysis technique in which data are
gathered by watching employees work
• Provides first hand information, however,
workers rarely function most efficiently
when they are being watched
• This method requires that the entire
range of activities be observable, which is
possible with some jobs, but impossible
for many others, for example most
managerial jobs
Individual interview
method
• Meeting with employee to determine
what his or her job entails
• Involves assembling a team of job
incumbents for extensive individual
interviews
• Effective in assessing what a job entails
• Involving employees in the job analysis
is essential
Group interview method
• Meeting with a number of employees
to collectively determine what their
job entails
• Accuracy is increased in assessing
jobs, but group dynamics may hinder
its effectiveness
Structured questionnaire
method
• Specifically designed questionnaire
on which employees rate tasks they
perform in their jobs
• Excellent for gathering information
about jobs, however, exceptions to a
job may be overlooked, and
opportunity may be lacking to ask
follow-up questions or clarify the
information received.
Technical conference
method
• A job analysis technique that
involves extensive input from the
employee’s supervisor.
• A good data-gathering method, but it
often overlooks the incumbent
workers’ perceptions about what
they do on their job
Diary Method
• Requires job incumbents to record
their daily activities
• The most time consuming of the job
analysis methods and may extend
over long periods of time – all adding
to its cost
STEPS IN CONDUCTING
JOB ANALYSIS
1. Examine the total organization and the fit of
each job
2. Determine the purpose of JA (Job Analysis)
3. Select job to be analyzed
4. Collect data by using acceptable JA Techniques
5. Prepare JD (Job Description)
6. Prepare JS (Job Specification)
7. Use information from Steps 1-6 for Job Design,
Planning, Selection and Training, Recruitment,
Performance Appraisal, Compensation, etc.

You might also like