A job analysis is the process used to collect information about the duties, responsibilities, skills, outcomes, and work environment needed for a job. It involves analyzing job elements, tasks, duties, positions, jobs, occupations, and job families. The information collected from a job analysis is used to create job descriptions and specifications, evaluate jobs, and inform recruitment, selection, performance management, compensation, training, and EEO compliance. Job analyses can be conducted through interviews, questionnaires, observations, diaries/logs, and internet-based methods.

1. HUMAN RESOURCE MANAGEMENT
Dr. Nadia Nasir
Department of Management Sciences
CHAPTER 3 : JOB ANALYSIS

2. A job analysis is the
process used to collect
information about the
duties, responsibilities,
necessary skills,
outcomes, and work
environment of a
particular job
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3. Video: Job Analysis
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4.  Element.
 Task.
 Duty.
 Position.
 Job.
 Occupation.
 Job family.

5.  Smallest practical unit into which
any work activity can be
subdivided.
 Example: Job element for a pay
roll manager is signing the pay
checks each pay period.
 When several elements are
combined to produce a
predetermined output, an
employee has completed a task.

6.  An identifiable unit of work
activity that is produced
through the application of a
composite of methods,
procedures, techniques.
 Example: A task for a house
keeping staff might be to carry
out regular cleanliness of his
area of responsibility.

7.  Several distinct tasks that are
performed by an individual to
complete a work activity for
which he or she is responsible.
This involves performing all of
the elements & tasks required
to fulfill this responsibility.
 Example: One of the duties of
pay roll manager is to process
the pay roll each pay period.

8.  The combination of all the duties
required of one person in
performing a job referred to as
position.
 Example: Each person in the
organization holds a position. The
position of Compensation policy
Administrator could include
ensuring the integrity of the data
used to compute the amount of
pay, verifying the accuracy of
deductions and physically
processing the payroll.

9.  A job is a group of positions that
are similar enough with respect to
their job elements, tasks and duties
to be covered by the same job
description.
 Example: More than one person in
an organization can hold the same
job. Several employees in an
organization may perform the job
of night-shift supervisors.
 JOB: Pay roll manager.

10.  An occupation is a combination of
job across organizations based on
the skills, efforts, and
responsibilities required by the
jobs.
 Example: Pay roll manager may be
called a benefit coordinator in
another organization, even though
he or she performs the same job
elements, tasks, and duties.

11.  A category in which similar
occupations are grouped
together.
 Example: Compensation
specialist can be combined
with other occupations in
the field of Human Resource
(staffing specialist) and
placed into a job family of
human resource
professional.

12. DUTY: PAYROLL PROCESSING
OCCUPATION: COMPENSATION SPECIALIST
JOB: PAY ROLL MANAGER
POSITION: COMPENSATION POLICY ADMINISTRATOR
TASK: PREPARING FORMS
ELEMEMT: SIGNING PAY CHEQUES
JOB FAMILY: HUMAN RESOURCE PROFESSIONAL

13. The Basics of Job Analysis
Job analysis is the procedure through which you determine
the duties of the positions and the characteristics of the
people to hire for them.
 Work activities
 Behaviors
 Machines, tools, equipment, and work aids
 Performance standards
 Job context
 Human requirements
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14. Components of Job Analysis
JOB DESCRIPTION
 Statement of tasks, duties, responsibilities, &
context of the job
JOB SPECIFICATION
 KSA required to perform the job satisfactorily
JOB EVALUATION
 Comparison of relative value of jobs in organization
for making compensation decisions
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15. Uses of Job Analysis Information
 Recruitment and selection
 Equal Employee Opportunity compliance
 Performance appraisal
 Compensation
 Training
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16. Methods for Collecting Job
Analysis Information
 Interviews
 Questionnaires
 Observation
 Diary/logs
 Internet-based
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Method for collecting job analysis information
Interviews Questionnaires Observations Diary/Log

17. 17
Explain how you would write a job
description.

18. Activity:
 Conduct a Job Analysis of
the instructor’s job
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19. Activity: Cont.
 Conduct a Job Analysis of
the instructor’s job
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20. Writing Job Descriptions
 Job identification/Title
 Job summary
 Relationships
 Job specifications
 Responsibilities and duties
o Authority
 Performance standards &
working conditions
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21. QUESTIONS