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Job Analysis: Enhancing Organizational Performance

Job analysis is the process of obtaining information about jobs with the immediate goal of analyzing the job, not the employee. The ultimate goal is to improve organizational performance and productivity. Common methods of job analysis include questionnaires, interviews, observations, and logs/diaries conducted by HR professionals, managers, supervisors, and outside consultants. The results are used to determine job descriptions outlining tasks, duties, and responsibilities, as well as job specifications describing the necessary knowledge, skills, and abilities. Job analysis informs important HR functions like recruitment, selection, performance appraisal, and training.

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Jaafar Soriano
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6 views2 pages

Job Analysis: Enhancing Organizational Performance

Job analysis is the process of obtaining information about jobs with the immediate goal of analyzing the job, not the employee. The ultimate goal is to improve organizational performance and productivity. Common methods of job analysis include questionnaires, interviews, observations, and logs/diaries conducted by HR professionals, managers, supervisors, and outside consultants. The results are used to determine job descriptions outlining tasks, duties, and responsibilities, as well as job specifications describing the necessary knowledge, skills, and abilities. Job analysis informs important HR functions like recruitment, selection, performance appraisal, and training.

Uploaded by

Jaafar Soriano
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Chapter 8

JOB ANALYSIS

Job Analysis (JA) is the process of obtaining information about jobs

Immediate Goal of JA: analyze the job not the employee


Ultimate Goal of JA: To improve organizational performance and productivity

Purpose of JA

1. Job Descriptions
2. Job Specifications

The JA Process

Method Sources of Data Conducted by


Questionnaires Employees HR
Interviews Supervisors Outside Consultant
Observations Managers Manager/Supervisor
Logs/Diaries Job Analysts

Types of Job Requirements

1. Job Description the tasks, duties and responsibilities (TDRs) of a job

2. Job Specification knowledge, skills and abilities (KSAs) of the person who will
perform the job

Job Analysis Responsibilities

HR Managers
Coordinates job analysis Completes job analysis
Write job descriptions Review job descriptions
Periodically reviews job descriptions Requests new analyses
Reviews managerial input Uses job analysis info
Seek assistance from outside experts Give assistance to outside experts
Determining Job Requirements

Nature of Job Requirements Basis

Job Analysis Determining job requirements


Job Description Employee orientation, instruction,
disciplinary action
Job Specification Recruitment, Selection, Development

HRM Functions

1. Recruitment: determine recruitment qualifications


2. Selection: provide duties and specifications
3. Performance Appraisal Value: determining training need and develop instructional
Programs
4. Training

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