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Human Resource Management
CHAPTER 3.
JOB ANALYSIS
CONTENT
1. Nature of job analysis
2. Job descriptions and specifications
3. Job analysis and other HR activities
4. Job analysis process
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1. NATURE OF JOB ANALYSIS
Job analysis
A systematic way to gather and analyze information
about the content and the human requirements of
jobs, and the context in which jobs are performed.
1. NATURE OF JOB ANALYSIS
Work activities and behaviors
Interactions with others
Performance standard
Financial and budgeting impact
Machines and equipment used
Working conditions
Supervision given and received
Knowledge, skills, and abilities needed
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1. NATURE OF JOB ANALYSIS
• Job: “A grouping of common tasks, duties, and
responsibilities”
• Position: “A job performed by one person”
• Task: “A distinct, identifiable work activity composed
of motions”
• Duty: “A larger work segment composed by several
tasks that are performed by an individual”
• Job responsibilities: “Obligations to perform certain
tasks and duties.”
1. NATURE OF JOB ANALYSIS
JOB ANALYSIS RESPONSIBILITIES
Methods:
Data resources: Conducted by:
Questionnaires
Employees HR Specialists
Interviews
Supervisors Outside Consultants
Observations
Managers Supervisors/Managers
Diaries/Logs
Reviewed by:
Prepared into:
HR Specialists
Job Descriptions
Managers/Supervisors
Job Specifications
Employees
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1. NATURE OF JOB ANALYSIS
JOB ANALYSIS RESPONSIBILITIES
HR unit
Managers
•Prepares and coordinates
• Complete or assist in
job analysis procedures
completing job analysis
•Writes job descriptions and
information
specifications for review by
• Review and maintain
managers
accuracy of job
•Revises and periodically
descriptions/job
reviews job descriptions
specifications
and specifications
• May request new job
•Reviews managerial input
analysis as jobs change
to ensure accuracy
• Identify performance
•May seek assistance from
standards based on job
outside experts for difficult
analysis information
or unusual analyses
2. JOB DESCRIPTIONS AND SPECIFICATIONS
Job descriptions
• Indicates the tasks, duties, and responsibilities of a
job.
• Identifies:
what is done,
why it is done,
where it is done,
how it is done (briefly).
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2. JOB DESCRIPTIONS AND SPECIFICATIONS
Job specifications
• List the knowledge, skills, and abilities an individual
needs to perform a job satisfactorily:
Education,
Experience,
Work skill requirements,
Personal abilities,
Mental and physical requirements.
3. JOB ANALYSIS AND OTHER HR
ACTIVITIES
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4. JOB ANALYSIS PROCESS
I. Planning the Job Analysis
A. Identify objectives of job analysis.
B. Obtain top management support.
II. Preparing and Communicating the Job Analysis
A. Identify jobs and methodology.
B. Review existing job documentation.
C. Communicate process to managers and employees.
III. Conducting the Job Analysis
A. Gather job analysis data.
B. Review and compile data.
IV. Developing Job Descriptions and Job Specifications
A. Draft job descriptions and specifications.
B. Review drafts with managers and employees.
C. Identify recommendations.
D. Finalize job descriptions and recommendations.
V. Maintaining and Updating Job Descriptions and Job
Specifications
A. Update job descriptions and specifications as organization changes.
B. Periodically review all jobs.