The document discusses job analysis which is the systematic process of collecting information about all aspects of a job. It involves gathering data on responsibilities, skills, physical/mental requirements, and the job description and specification. A job specification outlines the specific knowledge, skills, and abilities required for a position. Human resource management uses job analysis for strategic planning, recruitment/selection, workplace/job design, training/development, performance appraisal, compensation management, and legal compliance. Common data collection methods include interviews, questionnaires, observation, and diaries/logs. The job analysis process involves collecting data, developing job descriptions and specifications, and informing various HRM functions.

1. JOB ANALYSIS

2. WHAT IS J.A?
The systematic process of collecting
information about all parameters of the
job.
◦ Responsibilities
◦ Skills
◦ Physical & mental requirement
◦ Job description
◦ Job specification

3. JOB SPECIFICATION
What is job specification?
Outlines in detail of specific
knowledge, skill, abilities (refer to
KSAS’s)
Right person for the right position.

4. HOW HRM AFFECT J.A?
JOB ANALYSIS
JOB
DESCRIPTION
STRATEGIC
PLANNING
RECRUITMENT &
SELECTION
WORKPLACE &
JOB DESIGN
TRAINING &
DEVELOPMENT
JOB
SPECIFICATION
PERFORMANCE
APPRAISAL
COMPENSATION
MANAGEMENT
LEGAL
COMPLIANCE

5. HRM AFFECT’S
DESCRIPTION
1) STRATEGIC PLANNING
◦ Mission, vision and purpose of the
organization.
◦ As a guideline during for company done
their activities.
◦ Know the organization needed.

6. 2) RECRUITMENT & SELECTION
◦ Information provided from J.A plays an
essential role in the recruiting function.
◦ Do the job advertisement for the
applicants.
3) WORKPLACE & JOB DESIGN
◦ Used to analyze the company’s work
process.

7. 4) TRAINING & DEVELOPMENT
◦ Any discrepancies between the
knowledge, skills and abilities
demonstrated by job holder.
◦ Give clue to the job holder about training
that they may face.
5) PERFOMANCE APPRAISAL
◦ Provide the criteria for evaluating people
who do the work
◦ Identify the good performance vs. poor
performance

8. 6) COMPENSATION MANAGEMENT
◦ It helps HR manager figure out the
relative worth of position
◦ Identify it and make it fair and equitable
7) LEGAL COMPLIANCE
◦ Ensure the job duties match with job
description
◦ Avoid any discriminating against the
members

9. SOURCES OF DATA
COLLECTION
1) INTERVIEW
◦ Job analyst or supervisor interview
individual employees about the
parameters of the job.

10. 2) QUESTIONNAIRES
◦ Gives the form of questionnaires and to
be filled out individually by job holders

11. 3) OBSERVATION
◦ Job analyst or supervisor get data by
observing and records the activities.
4) DIARIES/ LOGS
◦ Jobholder write a diaries for their entire
work activities

12. JOB ANALYSIS PROCESS
SOURCES OF
DATA
1. Job analyst
2. Employee
3. Employer
METHOD OF
COLLECTING
DATA
1. Interview
2. Questionnaire
3. Observations
4. Diaries / Logs
JOB DATA
1. Tasks
2. Performance
standard
3. Responsibilities
4. Knowledge
required
5. Skill required
6. Experienced
needed
7. Job context
8. Duties
9. Equipment used
JOB DESCRIPTION
1. Tasks
2. Duties
3. Responsibilities
HRM FUNCTION
1. Recruitment
2. Selection
3. Training & Development
4. Performance appraisal
5. Compensation
management
JOB SPECIFICATION
1. Skill requirements
2. Physical demand
3. Knowledge requirement
4. Abilities needed

13. HOW TO PERFORM J.A?
1) Select the job
2) Identify data that need to be collect
3) What source that we will get the data
4) Method of data collection
5) Evaluate the data
6) Record the J.A

14. JOB DESCRIPTION
What is the job description?
Written statement about the overall
tasks, duties and responsibilities of
the job.

15. ELEMENTS IN JOB
DESCRIPTION
 Job title
 Job identify
 Job significant
 Job duties
 Job specification

16. JOB DESIGN
What is job design?
Outgrowth of job analysis which is
more focus to restructured the job to
capture.
◦ Worker talent
◦ Improve more satisfaction
◦ Improve organization performance

17. ELEMENTS IN JOB DESIGN
1) Job enlargement
◦ Expand the scope of the job
◦ One person able to do more than one
job
◦ Example: cashier can be cleaner or
store keeper
2) Job rotation
◦ Shifting people in the organization
◦ Rotate in & out of the different job.

18. 3) Job enrichment
◦ Adding meaningful value to a job for
work satisfaction.
◦ Example: a customer service worker
used the experience that he have to
solve the problem by himself without
refer his manager.

19. CHARACTERISTIC OF THE
JOB
1) Skilled variety
2) Task identity - whole process done
by one employee
3) Task significant - impact job on other
4) Autonomy - employer give authority
to the employee
5) Feedback

20. THANK YOU