Job analysis

Job AnalysisJob Analysis

Josephin Dyna.GJosephin Dyna.G

12MD03212MD032

OverviewOverview

• What is job analysis?What is job analysis?• How can be used in the organization?How can be used in the organization?• Methods of job analysisMethods of job analysis• How it works?How it works?• ExampleExample• ConclusionConclusion

What is job analysis?What is job analysis?

• A systematic approach to collect A systematic approach to collect information about a job such as information about a job such as tasks, responsibilities and the skills tasks, responsibilities and the skills required to perform those tasks.required to perform those tasks.

• An important part of Human An important part of Human Resources (HR) planning.Resources (HR) planning.

How can it be used in the How can it be used in the organization?organization?

• Job analysis assists HR in Job analysis assists HR in determining:determining:– Necessity of the jobNecessity of the job– Equipment neededEquipment needed– Skills requiredSkills required– SupervisionSupervision– Working conditionsWorking conditions– Management/employee interactionManagement/employee interaction

How can it be used in your How can it be used in your organization?organization?

• RecruitingRecruiting– Keyword searches on resumes that Keyword searches on resumes that

match job requirements.match job requirements.

• SelectionSelection• AppraisalAppraisal• Salaries and IncentivesSalaries and Incentives• Training and DevelopmentTraining and Development

How can it be used in your How can it be used in your organization?organization?

• Job analysis can also:Job analysis can also:– Help the company remain profitable Help the company remain profitable

and competitiveand competitive– Help the company keep up with Help the company keep up with

technologytechnology– Prevent employees from being Prevent employees from being

overworkedoverworked– Help the company stay Help the company stay

in compliance with in compliance with government regulationsgovernment regulations

What is analyzed?What is analyzed?

– Work activitiesWork activities– Working conditionsWorking conditions

• Supervisors Supervisors • LocationLocation• ScheduleSchedule

– Machines and equipmentMachines and equipment

What is analyzed? (cntd.)What is analyzed? (cntd.)

– Job performanceJob performance• OperationsOperations• StandardsStandards• TimeTime

– Experience, training, and skillsExperience, training, and skills– Supervision and promotion patternsSupervision and promotion patterns– Products/services completedProducts/services completed

Who is involved in the job Who is involved in the job analysis?analysis?

– ManagementManagement– SupervisorsSupervisors– Job analystsJob analysts– UnionsUnions– ConsultantsConsultants

Methods of Job AnalysisMethods of Job Analysis

• ObservationObservation• InterviewInterview

– IndividualIndividual– GroupGroup

• QuestionnairesQuestionnaires– PAQPAQ

• DiaryDiary• Technical ConferenceTechnical Conference• Critical Incident TechniqueCritical Incident Technique

Methods of Job AnalysisMethods of Job Analysis

• Observation MethodObservation Method– Analyst observes incumbent Analyst observes incumbent

• DirectlyDirectly• VideotapeVideotape

– Useful when job is fairly routineUseful when job is fairly routine– Workers may not perform to Workers may not perform to

expectations expectations

Methods of Job AnalysisMethods of Job Analysis

• Interview MethodInterview Method– IndividualIndividual

• Several workers are interviewed Several workers are interviewed individuallyindividually

• The answers are consolidated into a The answers are consolidated into a single job analysissingle job analysis

– GroupGroup• Employees are interviewed Employees are interviewed

simultaneouslysimultaneously• Group conflict may cause this method to Group conflict may cause this method to

be ineffectivebe ineffective

Methods of Job AnalysisMethods of Job Analysis

• QuestionnairesQuestionnaires– Employees answer questions about Employees answer questions about

the job’s tasks and responsibilitiesthe job’s tasks and responsibilities– Each question is answered using a Each question is answered using a

scale that rates the importance of scale that rates the importance of each taskeach task

Methods of Job AnalysisMethods of Job Analysis

• Questionnaires (ctnd.)Questionnaires (ctnd.)– Position Analysis Questionnaire (PAQ)Position Analysis Questionnaire (PAQ)

• A structured, behavioral questionnaireA structured, behavioral questionnaire• 194 items in 6 categories194 items in 6 categories

– Information inputInformation input– Mental processesMental processes– Work outputWork output– RelationshipsRelationships– Job contextJob context– Other characteristicsOther characteristics

Methods of Job AnalysisMethods of Job Analysis

• Diary MethodDiary Method– Employees record information into Employees record information into

diaries of their daily tasksdiaries of their daily tasks• Eg : Record the time it takes to complete Eg : Record the time it takes to complete

taskstasks

– Must be over a period of several Must be over a period of several weeks or monthsweeks or months

Methods of Job AnalysisMethods of Job Analysis

• Technical Conference MethodTechnical Conference Method– Uses experts to gather information Uses experts to gather information

about job characteristicsabout job characteristics

Methods of Job AnalysisMethods of Job Analysis

• Critical Incident Technique (CIT)Critical Incident Technique (CIT)– Takes past incidents of good and bad Takes past incidents of good and bad

behaviorbehavior– Organizes incidents into categories Organizes incidents into categories

that match the job they are related to that match the job they are related to

How It WorksHow It Works

• Conducting the job analysisConducting the job analysis– Know the purposeKnow the purpose– Gather Information about jobs to be Gather Information about jobs to be

analyzedanalyzed• BooksBooks• ChartsCharts• Trade union literatureTrade union literature• Government agency literatureGovernment agency literature

– Use employee inputUse employee input

How It WorksHow It Works

• Conducting the job analysis (ctnd.)Conducting the job analysis (ctnd.)– Choose an efficient method of Choose an efficient method of

collecting information collecting information – Gather information from Gather information from

employee/supervisor about the jobemployee/supervisor about the job– Draft a job descriptionDraft a job description– Obtain supervisor approvalObtain supervisor approval

ExampleExampleWork Functions

Data People Things

0. Synthesizing 0. Mentoring 0. Setting up

• Coordinating 1. Negotiating 1. Precision work

• Analyzing 2. Instructing 2. Operating

• Compiling 3. Supervision 3. Driving

• Computing 4. Diverting 4. Manipulating

• Copying 5. Persuading 5. Tending

• Comparing 6. Speaking 6. Feeding

7. Serving 7. Handling

8. Helping

ConclusionConclusion

• Job analysis is an effective Job analysis is an effective approach to gathering information approach to gathering information about jobs.about jobs.

• There are 6 popular techniques to There are 6 popular techniques to conducting job analyses.conducting job analyses.

• Job analysis is directly related to Job analysis is directly related to nearly every function of Human nearly every function of Human Resource departments in Resource departments in organizations.organizations.