JOB ANALYSIS

WHAT IS JOB ANALYSIS?

A personnel research that has the aim to identify the existing contents of a job or at times it aims to recommend the appropriate contents for the job

JOB CONTENTS

DUTIES AND RESPONSIBILITIES

JOB REQUIREMENTS

DUTIES AND RESPONSIBILITIES

Duties:
The tasks that one has to execute when performing a job

Responsibility:

The end state expected of a person performing the duties of a job; it serves as basis on which he or she is liable to be blamed or given credit for.

JOB REQUIREMENTS

Ability

Skill

Knowledge

Traits

Physical

Physiological

SocioPsychological

JOB ANALYSIS INFORMATION

Work activities
Human behaviors involved Machines, tools, equipment, and work aids used Performance standards

Job context (physical,social, and organizational)

Human requirements

THE BY-PRODUCTS OF JOB ANALYSIS

JOB DESCRIPTIONS

JOB SPECIFICATIONS

JOB DESCRIPTIONS AND JOB SPECIFICATIONS

Job Descriptions: A document that provides information regarding the tasks or duties and responsibilities of a job.

Job Specifications:

The minimum acceptable qualifications (qualities) a person should possess in order to perform a particular job.

USES OF JOB ANALYSIS INFORMATION

Job Analysis
Job Descriptions/ Job Specifications

Recruitment and Selection Decisions

Performance Standards Performance Appraisal

Job Evaluation

Training Requirements

Compensation Decisions

JOB ANALYSIS PROCESS

Determine the purpose of job analysis Select the job(s) to be analyzed
Review existing job descriptions/specifications

Collect data

Analyze the data

Verify information with incumbents supervisor Prepare job descriptions and job specifications

Select job incumbents

JOB ANALYSIS DATA COLLECTION METHODS

Questionnaires Interview Observation Close circuit camera Participant diary/logs

THE EFFECTIVENESS OF QUESTIONNAIRES METHOD

Advantages: * Inexpensive * More incumbents may be selected * May not interrupt incumbents work time

Disadvantages:
* Difficult to develop * May not get well-thought answers * May get poor return rate

THE EFFECTIVENESS OF INTERVIEW METHOD

Advantages: * More personal * Data may be obtained immediately * Doubts may be clarified immediately

Disadvantages:
* Quite time-consuming * Fairly costly * Takes away incumbents time

THE EFFECTIVENESS OF OBSERVATION METHOD

Advantages: * May obtain more accurate and complete data * May clarify doubts immediately Disadvantages: * Very time-consuming and costly * May produce Hawthorn effects * Not suitable for jobs with long cycle

THE EFFECTIVENESS OF CLOSE CIRCUIT CAMERA METHOD

Advantages: * May obtain more accurate data * Relatively inexpensive * Flexible and convenient

Disadvantages:
* Not suitable for non-stationary jobs * May not be seen as ethical

THE EFFECTIVENESS SELF LOG/DIARY METHOD

Advantages:
* Inexpensive * May get more complete information Disadvantages: * Incumbents may exaggerate

* Incumbents productive time may be interrupted

WRITING JOB DESCRIPTIONS

Ensure the job descriptions has the necessary contents
State what is to be done (duties) and how it is to be done (responsibilities) Use action verbs Avoid narrating Do not personalize Indicate the date of the job descriptions

THE CONTENTS OF JOB DESCRIPTIONS

Job identification Job summary

Duties and responsibilities (+ authority)

Standards of performance Job specifications
Note: may also include working conditions