JOB ANALYSIS

Chapter 2
IMPORTANCE

When properly performed, job analysis can

enhance the success of HRM practices by
laying the required foundation
DEFINITION OF DIFF JOB TERMS

1. Position - responsibilities / duties performed by an

individual
2. job – grp of positions that are similar in their duties
3. occupation – similar kind of work that are found
throughout the industry
4. job analysis – procedure in determining/collecting info
relating to specific job (job description/specification)

5. job description – duties and responsibilities of a specific job

DEFINITION OF DIFF JOB TERMS
6. Job specification- written explanation; qualities required for
acceptable performance, like education, skills,
personality , etc
7. Job classification – specifies basis such as kind of work or pay;
connection with pay and job evaluation
8. Job evaluation – systematic and orderly process of
determining the worth of a job in relation to other job
9. Task – series of work used to produced an output
10. O*Net – online resource which has replaced the dictionary of
Job Titles; list of job requirements for a very large
number of jobs
DEFINITION OF DIFF JOB TERMS

11. Functional Job Analysis – a task-based or work oriented

technique describing the work performed.

12. Position analysis questionnaire (PAQ)- an example of a job

analysis method
SPECIFIC INFO PROVIDED BY JOB ANALYSIS

1. Job title and location

2. Organizational relationship
3. Relation to other jobs
4. Job summary
5. Info concerning job requirements
USES OF JOB ANALYSIS INFO
1. Preparing the job description & writing job specification
2. Recruitment and selection
3. determining the rate of compensation
4. Performance appraisal
5. Training
6. Career planning and development
7. Safety
8. Labor relations
METHODS USED IN JOB ANALYSIS

1. Interview
2. Observation
3. Questionnaires
4. Employee recording / use of logbook
STEPS IN CONDUCTING JOB ANALYSIS

Step 1 - examine the total org and the fit of each job
Step 2 – determine the purpose of Job analysis
Step 3 – Select job to be analyzed
Step 4 – Collect data by using acceptable Job analysis techniques
Step 5 – Prepare Job description
Step 6 – Prepare Job Specification
Step 7 – use info Steps 1-6 for Job design, Planning, Selection &
Training, Recruitment, Performance Appraisal,
Compensation, etc
WRITING JOB DESCRIPTION

Purpose - establish the level of difficulty of a specific position

- product of job analysis = job description

1. date written
2. Job status
3. Job Identification
4. Job summary
5. working relationships, responsibilities, duties performed
6. Authority of incumbent
7. Competency requirements
8. Working conditions
EXAMPLES:

Example of Job Description

Job Title: HR Manger

Reports to: Vice President of HR

Supervises: HR assistant, Compensation, Analyst, Benefits Clerk

Coordinates with: All Department Mgrs and Executive management

Outside the company: Recruitment Agencies, DOLE, Union representative

WRITING JOB SPECIFICATION
-define human traits and experience required to do a
specific job well.
- shows what kind of person to recruit

1. knowledge
2. skills
3. ability – capability to perform task
4. personal characteristics – (assertiveness, tact, concern)
5. credentials – documentation proof
6. technical requirements – educational background, work
experience, training
EXAMPLES:

Example of Job Specification

Position Title: Chief Accountant

Division/ Department: Accounting Department

Reports to: General Manager

Coordinates with: All Department Heads

Supervises: All Accounting personnel

THANK YOU!