Job Analysis

Topics: Job analysis, Human resource management, Job description Pages: 7 (1538 words) Published: June 16, 2010
1. Definition of Job Analysis
Job analysis is the systematic method of jobs to identify work activities, tasks, and responsibilities, KSAs, working conditions to perform the job. 2. Purpose of job analysis
Purposes of job analysis are to identify:
• Job description & specification
• Recruitment and Selection:
• Job evaluation
• Job design
• Compensation:
• Performance Appraisal:
• Training:
• Compliance with labour law
3. Job analysis process
Process of job analysis includes 8 steps as follows:
• Step 1: identify purpose of job analysis
• Step 2: selecting the analysts
• Step 3: selecting the appropriate method
• Step 4: train the analysts
• Step 5: preparation of job analysis
• Step 6: collecting data
• Step 7: review and verify data
• Step 8: develop a job description and job specification
4. Job analysis methods
• Methods of observation includes direct observation; work methods analysis, including time and motion study and micro-motion analysis; and the critical incident technique. • Interviews methods includes structured interviews; unstructured interviews; open-ended questionnaires • Methods of questionnaire include Position Analysis Questionnaire (PAQ); Functional job analysis; Work Profiling System (WPS); MOSAIC; Common Metric Questionnaire (CMQ); Fleishman Job Analysis System (FJAS). • Task Analysis Inventory

• Job element method
• Diary method
• Competency profiling
• Examining Manuals/reference materials
• Technical conference
• Combination of methods etc
• Checklists and rating scales
Why is job analysis important?
Directly outcomes / results of job analysis are job description and job specification. Apart from job description and job specification, Functions / benefits of job analysis include elements as below. 1. Purpose of job analysis in Recruitment and Selection:

Job analysis is very important for contents as:
• 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; • Interview questions;

• Selection tests/instruments (e.g., written tests; oral tests; job simulations); • Applicant appraisal/evaluation forms;
• Orientation materials for applicants/new hires
2. Purpose of job analysis in Job evaluation
• Judges relative worth of jobs in an organization
• Sets fair compensation rates
3. Purpose of job analysis in Job design
• Reduce personnel costs, streamline work processes,
• Increase productivity and employee empowerment,
• Enhance job satisfaction and provide greater scheduling flexibility for the employee. • Simplify job with too many disparate activities
• Identifies what must be performed, how it will be performed, where it is to be performed and who will perform it. 4. Purpose of job analysis in Compensation and Benefits:
Job Analysis can be used in compensation to identify or determine: • Skill levels
• Compensation job factors
• Work environment (e.g., hazards; attention; physical effort) • Responsibilities (e.g., fiscal; supervisory)
• Required level of education (indirectly related to salary level 5. Importance of job analysis in Performance Appraisal:
Job Analysis can be used in performance review to identify or develop: • Goals and objectives
• Performance standards
• Length of probationary periods
• Duties to be evaluated
• Evaluation criteria
6. Importance of job analysis in Training and development:
Job Analysis can be used in training needs assessment to identify or develop: • Training content
• 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…) 7. Job analysis increases productivity
How a job analysis increases productivity?
• Job analysis also identify performance criteria so that it promote worker for...
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