JOB ANALYSIS, JOB

DESCRIPTIONS, AND JOB

SPECIFICATIONS
Presenter: Felina A. Ting
Professor: Dr. Lorna Acuavera
Job Analysis
 The foundation for effective staff management

 Involves a systematic process of gathering information about:

*Duties and responsibilities
*Required skills and experience
*Working conditions

 Techniques include:
*Observation of current employees
*Interviews with employees and supervisors
*Questionnaires
*Reviewing existing job descriptions
Importance of Job Analysis
 Recruitment
Helps define the ideal candidate profile, attracting individuals with the right
skills and experience.

 Training and Development

Provides a clear roadmap for designing targeted training programs to bridge
skill gaps and enhance employee performance.

 Performance Management
Establishes clear and measurable performance expectations for each
position, facilitating a fair and effective evaluation process.
Job Description:
 A document outlining the key aspects of a job

 Typically includes:
*Job title and department
*Supervisor information
*Job summary
*Responsibilities and duties
*Required qualifications (education, experience, skills)
*Benefits offered
*Attracts qualified candidates by providing a clear picture of the role
Importance of Job Descriptions
 Attracts Qualified Candidates
A clear and compelling job description helps potential applicants who
possess the right skills and experience self-select for the role, saving both
the organization and the candidate valuable time and effort.
 Improves Screening Process
Allows recruiters to efficiently screen applicants based on the outlined
qualifications and experience, streamlining the recruitment process.
 Reduces Time-to-Hire
By attracting the right candidates and facilitating a faster screening process,
job descriptions can significantly reduce the time and resources spent on
filling open positions.
Job Specification
Defines the essential knowledge, skills, abilities,
and other characteristics (KSAs) required for job
success

Sets the criteria for selecting the most qualified

candidate

Not typically included in the job description

provided to applicants
Importance of Job Specifications
 Ensures Selection of the Most Qualified Candidate:
Helps identify individuals with the capabilities and experience to perform the job effectively,
leading to a more competent and productive workforce.

 Reduces Training Time and Costs:

By selecting candidates with the necessary KSAs, organizations
can minimize the time and resources required for training new
hires.

 Improves Performance and Productivity:

Hiring individuals who possess the right skills and experience leads to a more
competent and productive workforce, ultimately contributing to the organization's success.
Conclusion

 Job analysis, job descriptions, and job specifications are interconnected

components of successful staff management

 Each plays a distinct role in attracting, screening, and selecting

the most qualified candidates

 By effectively utilizing these three components, organizations can

significantly enhance their recruitment process, leading to a more qualified
and productive workforce.