Job Analysis

Learning Outcomes
1. Nature of Job Analysis

2. Methods of collecting Job Analysis information

3. Making Job Descriptions & Job Specifications

Talent Management Process?

• Traditional HR Activities

• Talent Management Process (4-1):

– Interrelated

– Goal Oriented

– Same Competencies

– Segments and Manages Employees

– Actively Coordinates and Integrates

Job Analysis?
Procedure through which you determine the duties of these positions
and characteristics of people to hire for them

Types of Information collected:

– Work Activities

– Human Behaviors
 – Machines, tools, equipment, work aids

– Performance Standards

– Job Context

– Human Requirements

Uses of Job Analysis Information (4-2)

• Recruitment & Selection

• Performance Appraisal

• Compensation

• Training

• Others Legal Compliance

Conducting Job Analysis

1. Decide how you will use information

2. Review Relevant Background information (4-3)

– Process Chart, Workflow Analysis, Re-engineering

– Job Redesign: Rotation, Enlargement, Enrichment

3. Select Representative Positions

4.Actually analyze the job

5.Verify information with immediate supervisor
6.Develop Job Description and Job Specification
Methods for Collecting Job Analysis Information
Job Analysis Guidelines
1. Make it a Joint Effort

2. Clarity to employees

3. Use multiple methods

Methods for Collecting Job Analysis Information

1. Interview

– Typical Questions

– Structured and Unstructured Interviews

– Pros & Cons

– Guidelines

2. Questionnaire (Fig: 4-4)

3. Observation (Reactivity)

4. Participant Diary/Logs

5. Quantitative Job Analysis Techniques

– Position Analysis Questionnaire (Fig: 4-5 & 4-6)

6. Electronic Job Analysis Methods

Writing Job Descriptions Fig 4-7
1. Job Identification
 2. Job Summary

3. Relationships

4. Responsibilities and Duties

5. Standards of Performance

6. Working Conditions

Writing Job Specifications

1. Specifications for Trained vs Untrained Personnel

2. Specifications Based on Judgment

3. Job Specifications based on Statistical Analysis

4. Job Requirement Matrix (Steps)

Using Models and Profiles in Talent Management
1. Competency Model (4-9)

2. Competencies and Competency Based Job Analysis

3. Writing Competency Statements

4. BP Example (4-10)