Job Analysis

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