Job analysis design


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Job analysis design

  1. 1. Job Analysis Program and Job Design
  2. 2. JOB ANALYSIS • Job analysis is the process of studying positions, of describing the duties and responsibilities that go with jobs, and of grouping similar positions into job categories. • It is looking at what the work is, how is it done, why the work is done, the link of the work to other jobs, the skills required, the supervision and guidance needed, and the environment under which it is done.
  3. 3. Why do a job analysis?
  4. 4. When is a job analysis program undertaken?
  5. 5. Parts of Job Analysis
  6. 6. Parts of Job Analysis
  7. 7. Job Description
  8. 8. Job Description
  9. 9. Job Description Information gathered on the job answers the following questions: • What the job requires – – – – What does the worker do? What is the most important duty? Minor duty? Are these performed regularly or occasionally? How much time is spent in doing each part of the job? • How the worker performs the job – What are the methods, procedures and processes of getting the job done? – What tools, materials, and equipment are used? – What skills are required to do the work? – What are the challenges and problems faced by the worker?
  10. 10. Job Description Information gathered on the job answers the following questions: • Why the work is performed – Why is the job done? – What is the overall purpose or key result area? – What is the employee principally accountable or answerable for as a result? – What is the purpose of each of the major tasks? • Supervision involved in the job – What is the nature and extent of supervision or guidance required? – What is the worker’s authority for doing the job? – What is the relationship of this job to other jobs? • Work environment – What is the physical environment of the job?
  11. 11. Job Profile A job profile describes the job in terms of key result areas and functions and roles and competencies. It has less emphasis on specific duties and processes. Job Specification A job specification indicates the qualifications in terms of skills, experience, training and other special qualifications as well as the traits required of the worker to satisfactorily perform the job.
  12. 12. Job Data Gathering • Questionnaires – Examples are: Position Analysis Questionnaire (PAQ) – Job Components Inventory • Interview • Observation • Draft and Review
  13. 13. Job Evaluation • The process of determining the work of one job in relation to that of other jobs in a company so that a fair and equitable wage and salary system can be established. • It answers the question, “What is the relative position or level of jobs in the company?
  14. 14. Principles of Job Evaluation • Jobs should be paid in accordance with difficulty, importance, competencies required of the job and the impact of results achieved by the job – with the more difficult and important jobs being rated higher than the less difficult ones. • It is the job that is evaluated and not the person occupying it.
  15. 15. Principles of Job Evaluation • Equal pay for equal work (those doing essentially the same work are expected to receive the same pay) • Differences in pay must be based on differences in work. (If a job requires a higher degree of skill and involves greater responsibility compared to another job, it should be given a higher rate of pay). • Pay levels must be related to existing community pay scales. (comparable to those paid by the community or industry for similar work)
  16. 16. Source: Mathis, R. & Jackson, J (1997). Human Resource Management.