How To do a Job Analysis Using techniques that are easily understandable. - Easy To Understand - At Least Know What Is Job Analysis - Bible of Human Resource Professional

1. Doing A Job Analysis
Burhan Qureshi
MBA(HR)

2. Job Analysis Roadmap
Job Analysis components depends/varies from organization to organization
We will include some of the essential components are mentioned below :
A B C
D

4. Job Analysis Part (A)
Job Title

6. Rough Work of Job Analysis
Part (B)
Competencies
of a teacher
Performance
Indicators of
a teacher
Leads
to Responsibilitie
s
Which help us
making JD
Leads
to

7. Competencies/Skills
We have Calculated the competencies of a teacher which is mentioned in the previous
slides , Competencies are the major aspect an employer seek in an employee. We will
Chalk down each competencies in detail and convert those details which chalked down
into Key performance Indicators which will be in accordance with the job responsibilities
•We will explain competencies in detail, The Critical Competencies for a Teacher is
calculated before. We will Explain In depth.
• Leadership
• Coaching / Mentoring
• Career Counseling
• Communication

8. Leadership(Brainstorming Session)
Goal
Leadership
Leads From Front
Participate in
Activities
Promote School
Brand Name
Support Students in
Achieving There
Goals
Catalyst of Good
Change That Will
Benefit ‘s School
Values
Being a Role Model
Induces Energy into
The Classroom and
Also in Workplace
Developing Students
Committees in the
betterment of School
Effective and Efficient
Knowledge Sharing
Practices

9. Coaching / Mentoring(Brainstorming Session)
Coaching/MentoringSupervision Of
Students
Solving Problems
and issues of
Students
Progress Reports
of Students
Identifying
Potential and
Developing it
Identifying SWOT
Analysis of
Students
Be a Catalyst of Continuous
Development

10. Career Counseling (Brainstorming)
Career Counseling
Supporting
Students Towards
There Careers.
Advisor to the
Management
Regarding Careers
Issues Facing
Students
Conducting Job
Fairs in order to
Share Knowledge
With the Students
Conducting Meetings
with Counseling
Professional and
Students
Inviting Ex-
students for giving
lectures (Alumni
Management)

11. Communication(Brainstorming)
CommunicationDeliverance of
Lectures
Precise and Concise
Communication
Frequent
Communication
Report
Strengthens Relationships
Showing initiatives in
conducting Meeting
Conducting One to
One
Communication
with Students

12. Competencies/Skills
We have now
described the
competencies of the
teacher required now
we will make job
Responsibilities also
we will now make
Key Performance
Indicators
We will now make
two important
aspects of Job
Analysis which will be
also helpful in other
HR Function
Two Important
Aspects Are
• KPI’s
•Job
Responsibilities

13. Key Performance Indicators
Leadership
KPI’s
• To Lead From The Front In the betterment of the School(A)
• To Promote Activities Internally and Externally For the Betterment of Students and
Management (B)
• Supporting Students in achieving there goals regarding Course(C)
• To act as a change agent for the good of the school management (D)
• To be Energetic , and Passionate about the work on hand(E)
• To be a role model in the classroom and at workplace(F)
We have Chalked Down Six Task/Responsibilities
The Critical Responsibilities can be measured by calculating the
frequency of the task performed.
• We will Select (C) and (F) and (E)
• Selection will depend upon the organization view of frequency of
tasks

14. Key Performance Indicators
Coaching/M
entoring
KPI’s
• Development and Enhancement of Students Potential(A)
• Making Performance Reports of Students on as per Requirement (B)
• Knowing Students Strengths, Weakness , Opportunities (C)
• Solution of Employee and Students Issues (D)
• Supervision of Students regarding there day to day progress (E)
We have Chalked Down Five Task/Responsibilities
The Critical Responsibilities can be measured by calculating the
frequency of the task performed.
• We will Select (D) and (E)
Selection will depend upon the organization view of frequency of tasks

15. Key Performance Indicators
Career
Counseling
KPI’s
• To Conduct one-to-one meetings with counseling professionals regarding Students
Management Career. (A)
• To conduct job fairs in order to share knowledge of what’s happening in the practical
world with the school management and students. (B)
• To conduct meetings with staff , School Management and also with students
regarding there career management. (C)
• To invite Alumni Students to motivate students. (D)
• To Advice/ Recommend Solutions to the School Management regarding Students
who are facing career challenges. (E)
We have Chalked Down Six Task/Responsibilities
The Critical Responsibilities can be measured by calculating the
frequency of the task performed.
• We will Select (A) , (C) , (B)
Selection will depend upon the organization view of frequency of tasks

16. Key Performance Indicators
Communication
KPI’s
• To deliver lectures with effectiveness and efficiency (A)
• To Design and communicate course material with empathy and creativity. (B)
• To Conduct Group Discussion with Students in order to improve and develop there
Communication skills. (C)
• To Know and Remove Communication Gap Between Students. (D)
• Be able to interact with Student while containing a sense of humor. (E)
We have Chalked Down Five Task/Responsibilities
The Critical Responsibilities can be measured by calculating the
frequency of the task performed.
• We will Select (A) , (E) , (B)
Selection will depend upon the organization view of frequency of tasks

17. Summarization of Competencies
We now have the critical competencies of the teacher now we will try to measure these
competencies and get the Min and Max Performance Required from Teachers
First we will Summarize what are the main critical competencies
C , F , E
D , E
A , B ,C
A , B, E
These are the
Critical
Competencies
we just
chalked down
earlier

18. Competency Table
Competency
Code
100% 90% 80% 70% 60% 50% 40% 30%
Leadership (C1) C,F,E B A D
Coaching/Mento
ring (C2)
D,E A B C
Career
Counseling (C3)
A,B,C D E
Communicatio
n (C4)
A,B,E C D
We can Add More Competencies as per requirement.

19. Competency Table
Competency Code % Range Min. Range Max.Range
C1 60% to 100% 60% 100%
C2 70% to 100% 70% 100%
C3 70% to 100% 70% 100%
C4 70% to 100% 70% 100%

20. Competency Table

21. KPI’s / Job Responsibilities Measurement(1)
Critical KPI’s / Job Responsibilities
Ranges/Classes /Category one
Less Critical KPI’s / Job Responsibilities
Ranges/Classes/Category two
Classe
s
60% 70%
1
70% 80%
71% 80%
2
81% 90%
81% 90%
3
91% 100%
91% 100%
4
Minimum Maximum Minimum Maximum

22. KPI’s / Job Responsibilities Measurement(1)

23. Category One Measurement Example
Competency
Code
Competency
Alphabets
Rate Total/Same
on Rating
Scales
On Rating Scale Of
Actual Competency
Lying on
Which Class
C1
2
C2 3
C3 3
C4 3
C F E 7 8 8
23/30*100
= 77%
77% out of
100%
D E 8 9
17/20*100
= 85%
85% out of
100%
A B C 8 9 8
25/30*100
= 84%
84% out of
100%
A B E 8 9 9
26/30*100
= 87%
87% out of
100%

24. Category One Measurement Explanation
Critical KPI’s / Job Responsibilities
Ranges/Classes /Category one
Classes
Performance
Measurement
Category
One
60% 70%
1 Satisfactory
71% 80%
2 Good C1
81% 90%
3 Excellent C2,C3,C4
91% 100%
4 Out Standing
Minimum Maximum

25. Category One Measurement Explanation

26. Competency
Code
Competency Alphabets Rating Scale On Competency Scale
Table
Class
C1
C2
C3
C4
On the competency table means that the % ‘s that we defined earlier are taken in account also
means that out of 70% the employee secured 56% which means 56/70=80%
Thus the employee is lying in class 1
A
B
D
8/10*70=56%
7/10*90=63%
9/10*60=54%
56% out of 70% 1
63% out of 90% 1
54% out of 60% 2
A
B
C
8/10*90 = 72%
8/10*80 = 64%
9/10*70= 63%
72% out of 90%
64% out of 80%
63% out of 70%
1
1
2
D
E
7/10*80 = 56%
6/10*70 = 42%
56% out of 80%
42% out of 70%
1
60%
C
D
8/10*90 = 72%
9/10*70=63%
72% out of 90%
63% out of 70%
1
2
56% out of 70%

27. Category Two Measurement Explanation

28. Category One Measurement Explanation
Less Critical KPI’s / Job Responsibilities
Ranges/Classes /Category two
Classes
Performance
Measurement
Category
Two
71% 80%
1 Good
C1,C2<C
3,C4
81% 90%
2 Excellent
C1,C2,C
3,C4
91% 100%
3 Out Standing
Minimum Maximum

30. Ornagram/Hierarchy

31. Ornagram/Hierarchy
Span of Control

32. Span of Control

33. Span of Control

34. Span of Control

35. Span of Control Formulation

36. Span of Control

37. Span of Control(Hierarchy) in Our Example

38. Span of Control (Symbol) in Our Example
Symbol
s
Level Description Subject Set Grades

39. Span of Control (Subject Set)

40. Span of Control (Assignment)
Symbols Level Combination Description Example

41. Span of Control Hierarchy
Implementation

42. Span of Control (Symbol) in Our Example
Symbol
s
Level Description Subject Set Grades

43. Span of Control (Subject Set)

44. Span of Control (Assignment)
Symbols Level Combination Description Example

46. Compensation

47. Compensation

48. Compensation

49. Pay Structure / Pay Scale / Pay Grades

50. Pay Structure / Pay Scale / Pay Grades

51. Pay Structure / Pay Scale / Pay Grades

52. Pay Structure / Pay Scale / Pay Grades

53. Pay Structure / Pay Scale / Pay Grades
B1
B2
B3
B4
Designa
tion Salary

54. THANKS
For Feedback email on :
burhan_maju@hotmail.com