The chief executive officer deems it necessary for a job analysis exercise to be conducted on the various positions in the organisation.
Outline the various uses to which data from the job analysis can be put and discuss, in detail the steps you would take in accomplishing this task. Job Analysis: Overview
Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. The Job; not the person An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person. The following four steps are useful in performing a successful job analysis: - 1.
Determining the organizational use of job content and other related data. 2.
Learning about the structure, operations, and jobs of the organization. 3.
Identify and select methods for collecting job content data and other related facts. 4.
Schedule the necessary and logical work steps.
Purpose of Job Analysis
The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal. Determining Training Needs
Job Analysis can be used in training/"needs assessment" to identify or develop:
assessment tests to measure effectiveness of training
equipment to be used in delivering the training
methods of training (i.e., small group, computer-based, video, classroom...) Compensation
Job Analysis can be used in compensation to identify or determine:
compensatable job factors
work environment (e.g., hazards; attention; physical effort)
responsibilities (e.g., fiscal; supervisory)
required level of education (indirectly related to salary level) Selection Procedures
Job Analysis can be used in selection procedures to identify or develop:
job duties that should be included in advertisements of vacant positions;
appropriate salary level for the position to help determine what salary should be offered to a candidate;
minimum requirements (education and/or experience) for screening applicants;
selection tests/instruments (e.g., written tests; oral tests; job simulations);
applicant appraisal/evaluation forms;
orientation materials for applicants/new hires
Job Analysis can be used in performance review to identify or develop:
goals and objectives
length of probationary periods
duties to be evaluated
Other Users And Uses Include
Job analysis can also be uses in:-
Organisational Design and Staffing
Safety and Health
Hiring the Handicapped
Affirmative action planning
Some products of job analyses include:
Job Description and Specification
Job descriptions describe the job and not the individual who fills the job. They are the result of job analysis within a given organization and are essential to the selection and evaluation of employees. Job advertisements or postings are based on the job description. The character of the organization is the basis for the description of positions. Information about the organization might include
Name of Company
Main Product(s) and/or Service(s)
Number of Employees
Names of Officers
Hours of Work
Job description is a written statement that defines the duties,...
References: Á How to Prepare and Conduct Job Element Examinations ., Primoff, 1975.
Á High-Impact Hiring ., Joseph Rosse, Robert Levin, 1997
Á Uniform Guidelines on Employee Selection Procedures ., Federal Register, Vol. 43, No. 166, August 25, 1978.
Compensation Management in a Knowledge Based World.. Richard I. Henderson
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