Job Analysis

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Job Analysis

  1. 1. Job Analysis<br />www.humanikaconsulting.com<br />
  2. 2. Objectives<br />Memahamikonsepdarianalisisjabatan<br />MengetahuiperanpentingAnalisaJabatanpadasebuahsistemkinerjaterukurdalamorganisasi.<br />TrampildalammenyelenggarakanAnalisaJabatandenganmenggunakanberbagaimetodekhususnyawawancara.<br />MembuatlaporandariprosesAnalisaJabatan<br />
  3. 3. Agenda<br />08.00 Introduction<br />10.00 Break<br />10.30 Methods of Job Analysis<br />12.00 Lunch<br />13.00 Role Play<br />15.00 Break<br />15.15 MembuatLaporan<br />16.00 End of The Training<br />
  4. 4. “ Job Analysis plays particularly important roles in compensation systems (job evaluation), in selection processes and in equal employment opportunity(development and validation of selection tests and employment procedures). “<br />
  5. 5. DimanaAnalisaJabatanBerada?<br />Recruiting<br />Selection<br />Labor relations<br />Job analysis<br />Job Description<br />Job specification<br />Strategic human resource planning<br />Safety & health<br />Compensation<br />Employee training<br />Performance appraisal<br />Employee development<br />Career development<br />Source: De Cenzo & Robbins<br />
  6. 6. Definisi<br />“Suatuprosesmempelajaridanmengumpulkaninformasi-informasi yang berhubungandenganoperasional/pelaksanaandantanggungjawabdarisuatujabatantertentu”. Edwin B. FLIPPO.<br />“Suatuproseduruntukmenemukandanmencatatsecarasistematishal-hal yang berhubungandengansuatujabatanataudisebutdengan Job Study yang mempelajaritentangtugas, proseskerja, tangungjawabdanpersyaratan personal darisuatujabatan”. Dale YODER. <br />6<br />
  7. 7. Job Analysis<br />A systematic exploration of the activities within a job.<br />A technical procedure used to define the duties, responsibilities, and accountabilities of a job<br />The identification and description of what happening on the job<br />Accurately and precisely identifying the required tasks, the knowledge, and skills necessary for performing them, and the conditions under which they must performed.<br />
  8. 8. PrinsipAnalisaJabatan<br />HarusJelasBatasanPekerjaantersebut (biasanyadalamhalwewenang)<br />Harusdilaksanakanatasdasarkenyataansebenarnya (obyektif)<br />Harusdisusunsecarakronologis<br />Memperhatikansituasipekerjaan (mengapapekerjaanitudilakukandalamjabatanitu) <br />
  9. 9. TujuanAnalisaJabatan<br />Memberikanpengertiantentangtugas yang terkandungdalamsuatujabatandanpersyaratan yang harusdipenuhiuntukjabatantersebut.<br />HasilnyaberupaJob Description danJob Specification<br />Sebagaidasaruntukmelaksanakankegiatan-kegiatan MSDM lainnya.<br />
  10. 10.
  11. 11. InformasiJabatan<br />Job Description : Written Summaries of the basis Tasks,Duties and Responsibilities of Jobs<br />Job Specification : used primarily for selection of qualified employees, thus specifications should be precise as well as job related.<br />Job Performance Standards : performance goals to accomplish, and with knowledge of performance expectations on the job. Job Standards are often linked to performance appraisals.<br />
  12. 12. Job Description<br />Job Descriptions contain three (3) basic sections:<br />Identification Section, Generally contains the Job title, Department and Supervisors’ Title. Other identification elements such as Job number and pay grade for the job may be included<br />Job Summary, Provides a brief overview of the general nature of job tasks.<br />Specific Duties and Responsibilities, Provides a detailed listing of the specific duties and responsibilities contained in the job.<br />
  13. 13. Job Description<br />Must be as accurate as possible. <br />Should contain all the major tasks assigned to the jobs.<br />Clarifying vague responsibilities <br />Eliminating overlapping responsibilities between jobs<br />
  14. 14. Job Description<br />Apa yang dilakukan(What is to be done)  untukmengetahuifungsipekerja :<br />PengolahanMasalah Data (D) : ( Memadukan, mengkoordinasikan, menganalisa, menyusun, menghitung, menyalin, membadingkan)<br />PengolahanMasalahOrang (O) : ( Menasehati, berunding, mengajar, mengawasi, mengibur, membujuk, berbicara, melayani, menerimainstruksi)<br />Pengolahanmasalah Benda (B) : (Menyetel, mengerjakan, menjalankan, mengemudikan, mengerjakandengantangan, melayani, memasukanbahandanmemegang)<br />
  15. 15. Job Description<br />Bagaimanamengerjakantugas(How to do it) :  untukmengetahuibagaimanapekerjaanitudilaksanakan, peralatanapa yang diperlukandanmetodaapa yang digunakan.<br />Mengapaharusmelakukanpekerjaanitu(Why it must be done):  untukmengetahuibagaimanaluas (scope) pekerjaandantujuandarijabatanitu yang berhubungandenganbahandanpokokdarijabatanitu (proses input-output)<br />
  16. 16. Pendidikan<br />Pendidikan Formal<br />Pendidikanlainnya<br />Pengetahuankerja<br />Keterampilankerja<br />Keterampilan mental<br />Keterampilanfisik<br />Keterampilansosial<br />Pengalamankerja<br />Bakat<br />Temperamen<br />Minat<br />KondisiJasmani<br />JenisKelamin<br />Job Specification<br />“ Most Job Specifications list the education, experience and general knowledge, skills and abilities to perform the job.”<br />
  17. 17. Job Performance Standards<br />represent the expected performance for each job duty described on the job description<br />
  18. 18. Uses of Job Analysis<br />
  19. 19. Job Analysis Methods<br />Observation method<br />Individual interview method<br />Group interview method<br />Structured Questionnaire method<br />Technical Conference method<br />Diary method<br />
  20. 20. Sources of information for Job Analysis<br />Incumbent<br />Supervisor<br />Subject Matter Experts (SMEs)<br />Customers <br />
  21. 21. The Job Design Input-output Framework<br />Feedback<br />Organizational elements<br />Productive and satisfying job<br />Environmental elements<br />Job design<br />Behavioral elements<br />DESIRED OUTPUTS<br />TRANSFORMATION PROCESS<br />INPUTS<br />Source: Wherther & Davis<br />
  22. 22. Source: Wherther & Davis<br />
  23. 23. Techniques of job redesign<br />Underspecialization<br /> - Work simplification<br /> - Reenggineering<br />Overspecialization<br /> - Job rotation<br /> - Job enlargement<br /> - Job enrichment<br /> - Autonomous work teams<br />Source: Wherther & Davis<br />
  24. 24. Job Design To Increase Motivation<br />The Job Characteristics Model<br />Job Enrichment<br />Job Rotation<br />Work at home<br />Flexible hours<br />Source: De Cenzo & Robbins<br />
  25. 25. Job characteristic Model<br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br />Core Job Characteristic<br />Critical psychological states<br />Individual work outcomes<br />Experienced meaningfulness of the work<br />·  Skill variety<br />·  Task identity<br />·  Task significance<br />·  High intrinsic work motivation<br />·  High-quality work performance<br />·  High satisfaction with the work<br />·  Low absenteeism and turnover<br />Experienced responsibility for outcomes of the work<br />Autonomy<br />Knowledge of actual result of the work<br />Feedback<br />Moderators<br />·  Growth-need strenght<br />·  Knowledge and skill<br />·  “Context’ satisfactions<br />
  26. 26. JOB ANALYSIS SYSTEM<br />JOB DESCRIPTION<br />-- Task -- Duties<br />--- Responsibilities<br />SOURCES OF DATA<br />-- Job Analyst<br />-- Employee<br />-- Supervisor<br />JOB DATA<br />-- Task<br />-- Performance<br />-- Standard<br />-- Responsibilities<br />-- Knowledge<br />-- Required<br />-- Experience<br /> Needed<br />-- Job Content<br />-- Duties<br />-- Equipment<br /> Needed<br />HUMAN RESOURCES FUNCTIONS<br />-- Recruitment<br />-- Selection<br />-- Training & Development<br />-- Performance Appraisal<br />-- Compensation Mgt.<br />-- Labour Relations<br />METHODS OF <br />COLLECTING DATA<br />-- Interviews<br />-- Questionnaires<br />-- Observations<br />-- Records<br />-- DOT<br />-- Diaries<br />JOB SPECIFICATIONS<br />-- Skills Required<br />-- Physical Demand<br />4<br />
  27. 27. Questions ?<br />
  28. 28. Session 2 : Conducting the Job analysis<br />
  29. 29. Conducting the Job analysis<br />Understand the purpose of the job analysis<br />Understand the role of the job in the organization<br />Review draft with supervisor<br />Develop draft<br />Planning<br />Seek clarification<br />Determine how to collect job analysis information<br />Source : De cenzo & Robbins<br />
  30. 30. Understand the purpose of the job analysis<br />PenentuanTujuananalisajabatan (Setting goals)  untuktujuanapaanalisatersebutdilakukan agar dapatmenentukanjenisinformasijabatan yang diperlukan.<br />
  31. 31. Understand the role of the job in the organization<br />Knowledge and Skill to do Job Analysis<br />Have Motivation to explore the information<br />Good in interpersonal communication skill<br />
  32. 32. Planning<br /><ul><li>Menentukaninformasiumum :
  33. 33. Misi
  34. 34. Strukturorganisasi
  35. 35. Mekanismekerjaorganisasi
  36. 36. Daftarpegawai
  37. 37. Data jabatan yang ada
  38. 38. Lingkungankerja
  39. 39. Kebijaksanaankepegawaian
  40. 40. Menentukaninformasijabatan minimal 3 komponen :
  41. 41. Identifikasijabatan
  42. 42. Pelaksanaanpekerjaanyaitujawabandari : APA, BagaimanadanMengapa
  43. 43. Persyaratanjabatan, yaitutentangsyarat minimal yang dibutuhkanbagiseorangpemangkujabatan.</li></li></ul><li>Planning<br /><ul><li>Teknikpengumpulan data :
  44. 44. Kuesioner
  45. 45. Wawancara (interview)
  46. 46. Bukuharianpegawai (log book)
  47. 47. Pengamatan (observation)</li></ul>Pendekatanyang digunakan :<br /><ul><li>Individu
  48. 48. Sampling
  49. 49. Namajabatan
  50. 50. Rumpunjabatan</li></ul>Sumber data yang digunakan :<br /><ul><li>Pegawaiybs
  51. 51. Atasanlangsungpegawaiybs
  52. 52. Orang lain yang mengetahuitentangjabatantersebut.
  53. 53. Literatur-literatur</li></li></ul><li>Determine how to collect job analysis information<br />Memilih unit kerja yang akandiambil data jabatannya<br />Inventarisasijabatan yang adadalam unit ybs<br />Inventarisasijumlahpemangkujabatan<br />Menentukanjumlah sample pada unit kerja<br />Memilihnamapemangkujabatansebagai sample<br />Melakukanpengumpulan data tertentu<br />Mencatatdalam job analisis worksheet<br />
  54. 54. Develop draft<br />DeskripsiJabatan<br />Uraianjabatan<br />Syaratkualifikasipemangkujabatan<br />Pelaksanaankegiatan<br />Persyaratanjabatan (Job Specification) <br />Job Qualification<br />Job Requirement<br />Minimum Hiring Requirement<br />KlasifikasiJabatan (Jon Classification)<br />DesainJabatan (Job Design) <br />Desainjabatansecarasederhana (garisbesar)<br />DesainJabaransecarakhusus<br />PemerkayaanJabatan (job Enrichment)<br />NilaiJabatan (job Volume) <br />
  55. 55. Terimakasihdan …<br />TetapBanggaMenjadi INDONESIA<br />
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