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Job Analysis
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Job Analysis






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Job Analysis Job Analysis Presentation Transcript

  • Job Analysis: A Basic Human Resource Tool
  • Studying and under-standing jobs through the process known as job analysis is a vital part of any HRM program. View slide
  • Job Analysis
    • Knowing Who Does What?
    View slide
  • Purposes of the job Analysis
    • Major duties or activities required
    • Conditions under which the job is performed
  • What Is a Job?
    • Work
    • Effort directed toward producing or accomplishing results
    • Task
    • A distinct, identifiable work activity composed of motions
    • Duty
    • A larger work segment composed of several tasks that are performed by an individual.
    • Responsibility
    • An obligation to perform certain tasks and duties.
    • Position
    • Set of tasks and duties performed by single individual
    • Job
    • Group of positions that are identical with respect to their major significant tasks and sufficiently alike to be covered by single analysis
    • Occupation
    • General class of jobs
    • Career
    • Sequence of jobs held by individual throughout lifetime
    • Job Description
    • Written narrative describing activities performed on a job; includes info about equipment used and working conditions.
  • Other Important Job Analysis Terms
    • Job Specification
    • Identifies major job responsibilities; outlines specific KSA, and other physical and personal characteristics necessary to perform a job.
    • Job
    • Grouping of tasks, duties, & responsibilities that constitutes the total work assignment for employees
    • A job is a set of closely related activities carried out for pay
  • Job Analysis Defined
    • Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
  • This Analysis Includes
    • Identifying tasks/duties performed
    • Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks
  • Reasons For Conducting Job Analysis
    • Staffing
    • Training and Development
    • Compensation and Benefits
    • Safety and Health
    • Employee and Labor Relations
    • Legal Considerations
  • Types of Job Analysis Information
    • Work activities
    • Worker-oriented activities
    • Machines, tools, equipment, and work aids used
    • Job-related tangibles and intangibles
    • Work performance
    • Job content
    • Personal requirements for the job
  • Questions Job Analysis Should Answer
    • What physical and mental tasks does the worker accomplish?
    • When does the job have to be completed?
    • Where is the job to be accomplished?
    • How does the worker do the job?
    • Why is the job done?
    • What qualifications are needed to perform the job?
  • Job Analysis Decisions
    • What type of information will be collected?
    • How will the information be collected?
    • How will the information be recorded or documented?
  • When Job analysis Is performed
    • When the organization is founded
    • When new jobs are created
    • When jobs are changed significantly as a result of new technologies, methods, procedures, or systems
  • Uses of Job Analysis
  • Equal Employment HR Planning Performance Appraisal Recruitment Selection HR Research Employee & Labor Relations Compensation & Benefits Safety & Health HR Development Job Analysis
  • Importance of Job Analysis
    • Provide realistic job information's regarding duties, working conditions, and requirements
    • Identifies relationships between supervisors and subordinates
    • Defines duties and related tasks
    • Time required to perform duties
    • Basis for training, career planning, and career development
    • Help to determine the worth/pay
  • Strategic Importance of Job Analysis
  • Change in organization’s strategic goals Change in people skills required Change in way the organization operates Results in Job descriptions Job specifications
  • Steps in Job Analysis
  • Step 1 Identify how information will be used Step 2 Review background information Step 3 Select representative positions to analyse Step 4 Collect data to analyze job
    • Review information
      • with incumbents
    Develop job description/ specification Step 5 Step 6
  • Job Analysis Information
  • Job Content assemble boxes Job Context plant assembly line Worker Requirements knowledge, skills, abilities
  • Job analysis outcomes
    • Job description
    • Job specification
    • Job evaluation