Job analysis -PAQ methodology


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Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements.
The main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization
Job analysis aims to answer questions such as:

Why does the job exist?
What physical and mental activities does the worker undertake?
When is the job to be performed?
Where is the job to be performed?
How does the worker do the job?
What qualifications are needed to perform the job?
What are the working conditions (such as levels of temperature, noise, offensive fumes, light)
What machinery or equipment is used in the job?
What constitutes successful performance?

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Job analysis -PAQ methodology

  1. 1. (Organization Name) Input data sheet Position Analysis Questionnaire – MethodologyEmployee Name: Employee code:1. Position Detail Date: 1. Job Position / Designation 2. Grade 3. Department 4. Location 5. Role Definition 6. Position Reporting to 7. No. of employees directly supervised 8. Qualification (min. required) 9. Experience (range) 10. Training required Weekly Monthly Quarterly biannually Annually (As per org.)2 Primary Job FunctionA. Frequency Time Allotted Activities % Weekly Monthly Quarterly Biannually Annually Page 1 of 4
  2. 2. (Organization Name)B.Key Responsibility Area (list atleast 5)12345C. Activity Ranking *Priority Activates Effort Mapping**rank Physical Mental 1 2 3 4 5 6 7 8 9 10* Also include your self-learning, learning & development initiatives** 1-10 scale based on priority , where 1- represent highest & 10- least priority job indepartment)3. Secondary Job Responsibility 1. Activities/duties/responsibilities performed occasionally or “as needed” basisActivities Frequency of occurrence Partner / stakeholder Page 2 of 4
  3. 3. (Organization Name)4) Supervisory/Managerial responsibility/ Report taking: 1. In what way does the incumbent motivates & lead the team member 2. Do the job title has authority toSl. No. Authority YES/NO 1 Hire/discipline/terminate 2 Assign & cheek work 3 Plan/appraise job result 4 Train(T&D) 5 Other (explain)5) Job requirement Requirement Necessary Preference 1 Education 2 Trainings 3 Certification 4 membership6) Knowledge & Skill (Job Related) 1. What does incumbent need to know to perform the job at the entry level? Page 3 of 4
  4. 4. (Organization Name)7) Personality* 1. What are the trait will make incumbent succeed in the job? SL. Behavioral / Managerial Technical / Functional Competencies NO. Competencies 1 2 3 4 5 6* Mention 5 Behavioral /Managerial & Technical / Functional Competencies which you feel isrequire to accomplished this task8) Interaction with other department & bodiesCommunication Stakeholder Frequency PurposechannelInternal departmentExternal agenciesGovt. bodiesThank you for completing the input data sheet. If you have any additional job-related information you wish to provide, please write/enter those here-SignatureNameLocation Page 4 of 4