JOB ANALYSIS

WHAT IS J.A?

The systematic process of collecting information about all parameters of the job.◦Responsibilities◦Skills◦Physical & mental requirement◦Job description◦Job specification

JOB SPECIFICATION

What is job specification?Outlines in detail of specific

knowledge, skill, abilities (refer to KSAS’s)

Right person for the right position.

HOW HRM AFFECT J.A? JOB ANALYSIS

JOB DESCRIPTION

STRATEGIC PLANNING

RECRUITMENT & SELECTION

WORKPLACE & JOB DESIGN

TRAINING & DEVELOPMENT

JOB SPECIFICATION

PERFORMANCE APPRAISAL

COMPENSATION MANAGEMENT

LEGAL COMPLIANCE

HRM AFFECT’S DESCRIPTION

1) STRATEGIC PLANNING◦ Mission, vision and purpose of the

organization.◦ As a guideline during for company

done their activities.◦ Know the organization needed.

2) RECRUITMENT & SELECTION◦ Information provided from J.A plays

an essential role in the recruiting function.

◦ Do the job advertisement for the applicants.

3) WORKPLACE & JOB DESIGN◦ Used to analyze the company’s

work process.

4) TRAINING & DEVELOPMENT◦ Any discrepancies between the

knowledge, skills and abilities demonstrated by job holder.

◦ Give clue to the job holder about training that they may face.

5) PERFOMANCE APPRAISAL◦ Provide the criteria for evaluating

people who do the work◦ Identify the good performance vs.

poor performance

6) COMPENSATION MANAGEMENT◦ It helps HR manager figure out the

relative worth of position◦ Identify it and make it fair and

equitable

7) LEGAL COMPLIANCE◦ Ensure the job duties match with

job description◦ Avoid any discriminating against

the members

SOURCES OF DATA COLLECTION

1) INTERVIEW◦ Job analyst or supervisor interview

individual employees about the parameters of the job.

2) QUESTIONNAIRES◦ Gives the form of questionnaires

and to be filled out individually by job holders

3) OBSERVATION◦ Job analyst or supervisor get data

by observing and records the activities.

4) DIARIES/ LOGS◦ Jobholder write a diaries for their

entire work activities

JOB ANALYSIS PROCESS

SOURCES OF DATA1. Job analyst2. Employee3. Employer

METHOD OF COLLECTING DATA1. Interview2. Questionnaire3. Observations4. Diaries / Logs

JOB DATA1. Tasks2. Performance

standard3. Responsibilities4. Knowledge

required5. Skill required6. Experienced

needed7. Job context8. Duties9. Equipment

used

JOB DESCRIPTION1. Tasks2. Duties3. ResponsibilitiesHRM FUNCTION1. Recruitment2. Selection3. Training &

Development4. Performance appraisal5. Compensation

management

JOB SPECIFICATION1. Skill requirements2. Physical demand3. Knowledge

requirement4. Abilities needed

HOW TO PERFORM J.A?

1) Select the job2) Identify data that need to be

collect3) What source that we will get the

data4) Method of data collection5) Evaluate the data6) Record the J.A

JOB DESCRIPTION

What is the job description?Written statement about the

overall tasks, duties and responsibilities of the job.

ELEMENTS IN JOB DESCRIPTION

Job titleJob identifyJob significantJob dutiesJob specification

JOB DESIGN

What is job design?Outgrowth of job analysis which

is more focus to restructured the job to capture.◦Worker talent◦Improve more satisfaction◦Improve organization performance

ELEMENTS IN JOB DESIGN

1) Job enlargement◦ Expand the scope of the job◦ One person able to do more than

one job◦ Example: cashier can be cleaner or

store keeper

2) Job rotation◦ Shifting people in the organization◦ Rotate in & out of the different job.

3) Job enrichment◦ Adding meaningful value to a job

for work satisfaction.◦ Example: a customer service

worker used the experience that he have to solve the problem by himself without refer his manager.

CHARACTERISTIC OF THE JOB

1) Skilled variety2) Task identity - whole process

done by one employee3) Task significant - impact job on

other4) Autonomy - employer give

authority to the employee5) Feedback

THANK YOU