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Job Analysis: Methods and Process Guide

Job analysis is a systematic process for gathering and documenting detailed information about a specific job, including its duties and required skills. Key components include job descriptions and specifications, while its primary purposes are to support recruitment, set fair compensation, and align roles with organizational goals. Common methods of job analysis involve interviews, surveys, observation, work diaries, and reviewing existing documents, following a typical process of defining objectives, selecting jobs, gathering and analyzing data, and documenting results.

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12 views10 pages

Job Analysis: Methods and Process Guide

Job analysis is a systematic process for gathering and documenting detailed information about a specific job, including its duties and required skills. Key components include job descriptions and specifications, while its primary purposes are to support recruitment, set fair compensation, and align roles with organizational goals. Common methods of job analysis involve interviews, surveys, observation, work diaries, and reviewing existing documents, following a typical process of defining objectives, selecting jobs, gathering and analyzing data, and documenting results.

Uploaded by

Mape Dael
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

Yvan Chester F.

Reyes
1- MBAHRM-L 3319

Dr. Ronaldo Poblete


Professor
Topic To Discuss
-Job Analysis
-Key Components Usually Covered
-Primary Purpose
-Common Methods Of Job Analysis
-Typical Process
Job Analysis
• Job analysis is a systematic process of gathering, examining, and
documenting detailed information about a specific job—including its
duties, responsibilities, required skills, knowledge, abilities, work
environment, and relationships with other roles within an
organization.
The most basic building block of HR Management.
Key Components Usually Covered:

• Job Description: Outlines what the job entails (tasks, objectives,


reporting structure).

• Job Specification: Defines the qualifications needed to perform the


job (education, experience, technical competencies).
Task Duty Responsibility

Task- A task is a distinct, identifiable work Duty- is a larger work segment composed Responsibility – are obligations to
activity composed of motions. of several task that are performed by an perform certain tasks and duties
individual
Primary Purposes:
• Supports recruitment, selection, and training of employees.

• Helps set fair compensation and performance evaluation criteria.

• Ensures roles are aligned with organizational goals and comply with
labor regulations.
Common Methods of Job Analysis
[Link]: Speaking directly with current employees in the role,
their supervisors, and subordinates to gather firsthand insights on
duties and requirements.
2. Questionnaires/Surveys: Distributing structured forms to collect
standardized data from multiple incumbents or stakeholders.
3. Observation: Watching employees perform their tasks to
document processes, work environment, and time spent on
different activities.
Common Methods of Job Analysis
4. Work Diaries/Logs: Asking employees to record their
daily tasks, responsibilities, and challenges over a set period
(e.g., 1–2 weeks).
5. Review of Existing Documents: Analyzing current job
descriptions, performance metrics, training materials, and
organizational charts for relevant details.
Typical Process Steps:
1. Define objectives: Clarify why the job analysis is being done
(e.g., for hiring or restructuring).
2. Select jobs to analyze: Prioritize roles based on need (e.g., new
positions or roles with changing responsibilities).
3. Gather data: Use one or more of the methods above to collect
information.
4. Analyze and validate data: Organize findings, cross-check for
accuracy, and confirm details with relevant parties.
5. Document results: Draft or update the job description and job
specification.

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