Human Resources
Management
Ch 4: Job Analysis
3 Section
rd
By: Marwa Ahmed
Learning objectives
After reading this chapter, the student should be able to:
Job analysis, Job description and Job specifications.
Job Analysis terms
Task Duty Position Job Family job
Types of information collected
Uses of job analysis information
Recruitment and Selection Compensation
Training Discovering Unassigned Duties
Performance Appraisal EEO Compliance
The nature of Job Analysis
• Organization consists of positions that have to be staffed.
• Each position has its duties, so you have to determine the characteristics of the people to hire for such position.
• Job analysis is the procedure through which you can do that.
Job analysis
• The procedure for determining the duties and skill requirements of a job and the kind of person who should
be hired for it.
• Job analysis produces information used for writing job descriptions and job specifications.
Job description Job specifications
A list of a job's duties, responsibilities, reporting A list of a job's human requirements, that is,
relationships, working conditions, safety hazards, the requisite education, skills, personality, and
and supervisory responsibilities. background required for getting the job done.
Note: Job specifications may be in a single document or in the same document as the job description.
Job Analysis terms
• Task: A distinct work activity which has an identifiable beginning & end.
Ex: Hand sorting of a bag of mail
• Duty : Several tasks which are related by some sequence of events.
Ex: pick up, sort and deliver incoming mail.
• Position: A collection of tasks & duties which are performed by one person.
Ex: mail room clerk prepares outgoing mail, sorts incoming mail, operates addressing machine & postage
m/c.
• Job: One or more positions within an organization.
Ex: 3 mail clerks have same job but different payroll position.
• Job family: Several jobs of similar nature at one place or spread out over the entire organization.
Ex: clerical jobs located in different departments.
First, he or she collects information about
the job's actual work activities, such as
cleaning, selling, teaching, or painting. This
list may also include how, why, and when the
worker performs each activity.
Information about human behaviors like
sensing, communicating, deciding, and writing.
Included here would be information regarding
job demands such as lifting weights or walking
long distances.
Information regarding tools used, materials
processed, knowledge dealt with or applied
(finance, law, …) and services rendered
(such as counseling or repairing)
Information regarding the job's human
requirements, such as job-related
knowledge or skills (education, physical
characteristics, personality, interests).
Information about such matters as physical
working conditions, work schedule, and the
organizational and social context – for
instance, the number of people with whom the
employee would normally [Link]
regarding incentives might also be included here.
Information about the job's performance
standards (in terms of quantity or quality
levels for each job duty, for instance).
Management will use these standards
to appraise employees.
Uses of job analysis information
Recruitment and Selection The information in the form of job descriptions and job
specifications helps management decide what sort of people to recruit and hire.
Training The training required is determined up on the skills needed. This skills is determined in
the job description.
Performance Appraisal Appraising requires comparing actual performance with
performance standards; job analysis determine the job's activities and performance standards.
Compensation Job analysis provides the information to determine the relative
worth of each job and thus its appropriate compensation.
Discovering Unassigned Duties Using job analysis, reviewing job duties,
and investigating others duties; you can uncover unassigned duties.
EEO Compliance U.S. Federal Agencies' Uniform Guidelines on Employee Selection
stipulate that job analysis is a crucial step in validating all major personnel activities.
1. Job analysis is only useful for large organizations.
(False)
2. Job descriptions include information about salary and benefits.
(False)
3. The process of job analysis is only relevant during hiring.
(False)
4. A position consists of multiple jobs.
(False)
5. Tasks are smaller components that make up duties.
(True)
6. Job analysis does not help in performance appraisal.
(False)
7. Compensation decisions are influenced by job analysis.
(True)
8. Job analysis is necessary for compliance with equal employment opportunity laws.
(True)
9. Job families consist of unrelated jobs within an organization.
(False)
10. Work activities are an important part of job analysis.
(True)
11. Human behaviors like communication and decision-making are part of job analysis.
(True)
12. Job analysis focuses only on the physical requirements of a job.
(False)
13. Employees are responsible for conducting job analysis.
(False)
14) What is the primary purpose of job analysis?
a) To determine an employee's salary
b) To identify job duties and skill requirements
c) To create workplace policies
d) To evaluate employee performance
e) To improve teamwork
Answer: b
15) A job description includes:
a) Salary details
b) Employee benefits
c) A list of job duties, responsibilities, and working conditions
d) Personal interests of the employee
e) The employee’s age
Answer: c
16) Job specifications focus on:
a) The list of an employee's previous jobs
b) The human requirements needed for the job
c) The salary and benefits of a job
d) The organization’s structure
e) The company’s annual revenue
Answer: b
17) A "position" is best defined as:
a) A distinct work activity
b) A collection of tasks and duties performed by one person
c) A group of similar jobs
d) A department within an organization
e) A temporary job
Answer: b
18) Job analysis information is used for all of the following EXCEPT:
a) Recruitment and selection
b) Determining job salaries
c) Employee performance appraisal
d) Setting personal career goals
e) None of the above
Answer: d
19) A "duty" is best described as:
a) A specific, single work activity
b) A collection of tasks related by sequence of events
c) The overall responsibility of an employee
d) The skills required for a job
e) A company's mission statement
Answer: b
20) Which of the following is an example of a "task"?
a) Picking up and delivering mail
b) Sorting and classifying documents
c) Managing a team of clerks
d) Analyzing financial statements
e) Preparing a budget for the company
Answer: b
21) What type of information is collected during job analysis?
a) Job-related activities
b) Human behaviors
c) Physical working conditions
d) All of the above
e) None of the above
Answer: d
22) Which of the following is NOT typically included in a job description?
a) Reporting relationships
b) Working conditions
c) Personal hobbies of employees
d) Safety hazards
e) Job title
Answer: c
23) The process of determining the worth of a job relates to :
a) Compensation
b) Performance appraisal
c) Employee selection
d) Work scheduling
e) Job rotation
Answer: a
24) What does EEO compliance ensure in job analysis?
a) Employees are assigned additional tasks
b) Personnel activities follow legal hiring guidelines
c) Job descriptions remain unchanged
d) All employees receive the same salary
e) Employees do not need training
Answer: b
25) Which of the following is NOT an example of human requirements for a job?
a) Education level
b) Work experience
c) Office location
d) Personality traits
e) Physical characteristics
Answer: c
26) Job analysis is important for training because:
a) It helps determine the required skills for the job
b) It helps create employee handbooks
c) It reduces the need for training
d) It increases employee salaries
e) It eliminates the need for performance evaluation
Answer: a
27) An organization uses job analysis to uncover unassigned duties by:
a) Hiring new employees
b) Reviewing job duties and investigating additional tasks
c) Eliminating existing jobs
d) Reducing work hours
e) Increasing employee salaries
Answer: b
In case you have one
Thanks For
Good Listening
See you next week
Happy weekend!