A Sound Human resource management
program requires the different jobs in the
company. This involves:
•What each worker does
•How he does it
•Why he does it
•Under what conditions he performs the job
•What special qualifications each worker must
posses to perform his job satisfactorily.
THE RATIONALE FOR JOB ANALYSIS
The conduct of job analysis has behind its
several reasons that are vital to human
resource management and the supervision of
the work to be done by the workers in the
shop or the office. It is consider as the
building block of anything that human
resource management does, any personnel
requires information that is gleaned from job
THE FOLLOWING ARE THE USES
OF JOB ANALYSIS:
To specify the duties and responsibilities of
To provide job-oriented recruitment and
To provide guides in operation-based
To provide information and tools for career
planning and counseling.
To have a guide in the construction of
performance evaluation criteria.
To serve as guide in methods improvement.
To obtain background information about
To serve as a guide in the development of
THE JOB ANALYSIS PROGRAM AND
Job analysis starts with a careful study
of the organizational structure. This
would reveal the relationships of jobs
within the organization.
Job analysis is the process of getting
detailed information about the task, duties
and responsibilities of the job as seen to
organizational structure. For company to
succeed, it must have detailed information
about the requirements of jobs through a
careful job analysis program.
Job analysis is a continuing program.
Organization structure changes due to the
introduction of a new technology in order
to be competitive in the global economy.
Any changes in structure carry additional
duties and responsibilities or
simplifications of functions. These
changes need job redesigning to conform
to organizational needs for greater
efficiency and productivity.
THE ROLE OF HUMAN RESOURCE IN
Job analysis is not the sole responsibility of the
Human Resource Department but a cooperative
effort of all operating departments.
While it is more of personnel function, the greater
bulk of information must come from the persons
who are job holder of the position.
The supervisor or manager must immediately
inform the HRD of any changes in the duties and
responsibilities of the position due to the
introduction of new technology or changes in the
production process that improve that production
This will entail job redesigning or reclassifying of
Some companies get the service of
management consultants to conduct a job
analysis program to be more objective.
Management consultants are more
objective as they have more experience in
conducting the job analysis program due
to their exposure to different organizational
Another reason is that their managers who
try to overstate the functions and duties of
different position, as they know that they
have great implications in the company’s
GATHERING OF JOB INFORMATION
THE JOB ANALYST
The study of jobs is the responsibility of
the personnel department thru the job
analyst who is trained to conduct job
The job analyst studies the
duties, responsibilities, and specification
requirements of the job.
This involves careful understanding of the
conditions around the functions and tasks
of the positions.
A GOOD JOB ANALYST MUST HAVE THE
Good knowledge of organization system
Good intelligence and analytical skills
Good Judgment and acumen
Clarity and facility of language
Familiarity with organizational and company
Good personality and good relationships with
others in the organization
Tact and diplomacy in getting along with
GATHERING PROCESS IN JOB
Job analysis starts with a careful
understanding of the relationship of
the jobs in the organizational
This relationship is concerned with the
details of the job rather than with the
worker who is assign to do the job.
THE FOLLOWING FACTORS ARE
IMPORTANT CONSIDERATIONS IN JOB
What the job requires the employee to
do. Job requirements involve the
activities that workers have to do, the
importance of the duties or
activities, the amount of time that is
involved in doing the job and the other
minor duties required of job.
How effectively does the employee
perform his assigned duties and
responsibilities? This involves the
details on how the workers perform
Why should the worker do the job? This
cover the reason why the employee has to do
the task assigned to him, and the purpose of
the job in relation with those of other jobs in
the organization. The task should satisfy its
contributions to the effective and efficient
functions in the organizational work systems.
Supervision required in the job. The details of
supervision requires the amount of
supervision involved, or the assistance
needed in carrying out the job, the extent of
employee’s authority in carrying out the
functions, and the extent of relationships of
the job with those of others in the
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