Menurut Russel (1993) job analysis is the process of gathering information about a job. Dapat diartikan bahwa job analysis adalah suatu proses pengumpulan informasi tentang suatu jabatan.

DEFINISI JOB ANALYSIS

Menurut Dale Yoder dalam buku Anwar Prabu Mangkunegara (2002)Job analysis is the procedure by which the facts eith respect to each job are systematically discover and noted. It is sometimes called job study, suggesting the care with which taks, processe, responsibility, and personnel requirement are investigated. Job analysis, which focuses attention on the characteristics of employees, using physical examinations tests, interviews, and other procedures for this purpose. Dapat diartikan bahwa job analysis adalah prosedur melalui fakta-fakta yang berhubungan dengan setiap jabatan yang diperoleh dan dicatat secara sistematis. Hal ini kadang-kadang disebut studi jabatan, yang mempengaruhi tugas-tugas, proses-proses, tanggungjawab, dan kebutuhan kepegawaian yang diselidiki. Analisis pekerjaan berfokus pada karakteristik pegawai, penggunaan ujian fisik, tes-tes, wawancara dan prosedur-prosedur lainnya unutuk tujuan tersebut.

DEFINISI JOB ANALYSIS (2)

Menurut Moekijat (2008) analisis jabatan adalah proses sistemik dari penentuan ketrampilan, kewajiban, dan pengetahuan yang diperlukan untuk menyelesaikan jabatan-jabatan dalam suatu organisasi.

DEFINISI JOB ANALYSIS (3)

Menurut Dessler (2013) job analysis is the procedure through which you determine the duties of these positions and the characteristics of the people to hire for them. Yaitu analisis jabatan adalah prosedur di mana anda menentukan tugas dari jabatan dan karakteristik orang-orang yang aan dipekerjakan.

DEFINISI JOB ANALYSIS (4)

Kesimpulan :analisis pekerjaan adalah proses untuk mengidentifikasi karakteritik jabatan atau pekerjaan yang berkaitan dengan tugas-tugas yang dilakukan oleh pemegang jabatan dalam jabatannya tersebut.

DEFINISI JOB ANALYSIS (5)

1. Recruitment and Selection2. Compensation3. Performance Appraisal4. Training5. Discovering Unassigned Duties6. EEO (Equal Employmnet Opportunity)

Compliance

FUNGSI JOB ANALYSIS

1. Job analysis pada rekrutmen dan seleksi2. Job analysis dalam penilaian pekerjaan3. Job analysis dalam job design4. Job analysis dalam kompensasi dan

keuntungan5. Job analysis dalam pelatihan dan

pengembangan6. Job analysis dapat meningkatkan produktivitas7. Job analysis dalam UU Ketenagakerjaan

TUJUAN JOB ANALYSIS

1. Memfokuskan kepada pekerjaan, bukan

kepada orang yang melakukan pekerjaan.

2. Menyajikan suatu analisis, bukan daftar kegiatan berdasarkan fakta, tidak berdasarkan pada pendapat atau penilaian subyektif.

PRINSIP JOB ANALYSIS

1. Rekrutmen dan seleksi karyawan dapat

dilaksanakan apabila manajemen sudah mendapatkan gambaran yang jelas tentang jenis dan karakteristik pekerjaaan.

2. Besarnya gaji atau upah karyawan bergantung pada pekerjaan apa yang mereka lakukan dalam organisasi.

3. Standar kinerja. Untuk mengetahui apakah karyawan berprestasi atau tidak, manajer cukup membanding antara kinerja actual dengan kinerja standar yang ditetapkan

KEUNTUNGAN JOB ANALYSIS

4. Apabila karyawan yang diterima belum cukup

keterampilannya dalam melaksakan tugas, maka manajer dapat memutuskan untuk segera memberikan pelatihan tambahan.

5. Promosi dan transfer.6. Penambahan organisasi7. Orientasi khusus untuk karyawan baru,

pengenalan dan penguasaan terhadap pekerjaan sangat penting agar tidak terjadi kesalahan dalam menjalankan pekerjaannya.

8. Memperbaiki aliran kerja

KEUNTUNGAN JOB ANALYSIS (2)

1. Menghabiskan waktu2. Job Analist mungkin tidak memiliki

keterampilan yang memadai3. Karyawan tidak paham terhadap

pekerjaannya4. Tumpang tindih dan konflik5. Arus kerja tidak lancar6. Sistem penggajian tidak konsisten

KERUGIAN JOB ANALYSIS

1. TEKNIK KUALITATIFa. Observasib. Wawancarac. Kuesionerd. Participant Dairy / logs2. TEKNIK KUANTITATIFa. Functional Job Analysis (FJA)b. Position Analysis Questionnaire (PAQ)c. Department of Labour (DOL)

METODE PENGUMPULAN DATA

OBSERVASI:

METODE PENGUMPULAN DATA (2)TEKNIK KUALITATIF

1. Observation may be combined with interviewing

2. Take complete notes

3. Talk with the person being observed – explain what is happening and why

4. Ask questions

WAWANCARA:

METODE PENGUMPULAN DATA (3)TEKNIK KUALITATIF

1. Individual interviews with each employee

2. Group interviews with groups of employees who have the same job

3. Supervisor interviews with one or more supervisors who know the job.

Sample Interview QuestionsWhat is the job being performed?What are the major duties of your position? What exactly do you do?What physical locations do you work in?What are the education, experience, skill, and [where applicable] certification and licensing requirements?In what activities do you participate?What are the job’s responsibilities and duties?

METODE PENGUMPULAN DATA (4)TEKNIK KUALITATIF

KUESIONER:1.Use a specific questionnaire 2.Establish rapport3.Follow a structured approach4.List duties in order of importance or frequency of occurrence5.Review and verify the data

METODE PENGUMPULAN DATA (5)TEKNIK KUALITATIF

PORTLAND STATE UNIVERSITYPOSITION DESCRIPTION

 * * PLEASE READ INSTRUCTIONS BEFORE COMPLETING THIS FORM * * ( ) New ( ) Revised SECTION 1. POSITION INFORMATION a.         Class Title:b.         Class No.: c.         Effective Date:d.         Position No.:e.         Working Title:f.           Work Unit: g.         Agency No.:h.         Employee Name: i.           Work Location (City‑County): _________________________________________________________________________________j. Position: ( ) Permanent ( ) Seasonal ( ) Limited Duration ( ) Academic Year

( ) Full Time ( ) Part Time ( ) Intermittent ( ) Job Share _________________________________________________________________________________k. FLSA: ( ) Exempt ( ) Non‑Exempt l. Eligible for Overtime: ( ) Yes ( ) No _________________________________________________________________________________SECTION 2. PROGRAM/POSITION INFORMATION a. Describe the program in which this job exists. Include program purpose, who's affected, size, and scope. Include relationship to agency mission.  b. Describe the purpose of this position, and how it functions within this program, by completing this statement:

The purpose of this job/position is to . . . 

SECTION 3. DESCRIPTION OF DUTIES List major duties. Note percentage of time duties are performed. If this is an existing position, mark "N" for new duties or "R" for revised duties.% of Time N/R DUTIES_________________________________________________________________________________ SECTION 4. WORKING CONDITIONS Describe special working conditions, if any, that are a regular part of this job. Include frequency of exposure to these conditions. ________________________________________________________________________________ SECTION 5. GUIDELINES a. List any established guidelines used to do this job, such as state or federal laws or regulations, policies, manuals or desk procedures. b. How are these guidelines used to perform the job? SECTION 6. WORK CONTACTS With whom outside of co-workers in this work unit must this position regularly come in contact?

Who Contacted How Purpose How Often?  SECTION 7. JOB‑RELATED DECISION MAKING Describe the kinds of decisions likely to be made by this position. Indicate affect of these decisions where possible.

SECTION 8. REVIEW OF WORK Who reviews the work of this position? (List classification title and position number.) How? How often? Purpose of the review?SECTION 9. SUPERVISORY DUTIES TO BE COMPLETED ONLY FOR POSITIONS IN MANAGEMENT SERVICE a. How many employees are directly supervised by this position? _______ Through Subordinate Supervisors?

_______ b. Which of the following supervisory/management activities does this job perform? 

( ) Plans Work ( ) Responds to Grievances ( ) Hires/Fires (or Effectively Recommends)( ) Assigns Work ( ) Disciplines/Rewards ( ) Prepares and Signs Performance Appraisals( ) Approves Work

 SECTION 10. ADDITIONAL JOB‑RELATED INFORMATION Any other comments that would add to an understanding of this position: SPECIAL REQUIREMENTS: List any special mandatory recruiting requirements for this position: BUDGET AUTHORITY: If this position has authority to commit agency operating money, indicate in what area, how much (biennially) and type of funds:_________________________________________________________________________________SECTION 11. ORGANIZATIONAL CHART 

Attach a current organizational chart. See instructions for detail to be included on the chart. _________________________________________________________________________________________________Employee Signature Date Supervisor Signature Date _________________________________________________Appointing Authority Signature Date

Participant Dairy / logs

1.Time-consuming2.Self-reporting3.Remembering what was done earlier4.Can use dictating machines and pagers

METODE PENGUMPULAN DATA (9)TEKNIK KUALITATIF

Functional Job Analysis (FJA)Used beginning in the 1940’sSeven scales to describe what workers do in jobs:

(1) Things(2) Data(3) People(4) Worker Instructions(5) Reasoning(6) Math(7) Language

METODE PENGUMPULAN DATA (10)TEKNIK KUANTITATIF

Position Analysis Questionnaire (PAQ)1.Information Input 2.Mental Processes3.Work Output4.Relationships with Other Persons5.Job Context6.Other Job Characteristics

METODE PENGUMPULAN DATA (11)TEKNIK KUANTITATIF

Department of Labour (DOL)

METODE PENGUMPULAN DATA (13)TEKNIK KUANTITATIF

1. Data examplesa. Synthesizingb. Copying

2. People examplesa. Instructingb. Persuading

3. Things examplesa. Setting upb. Tending

METODE PENGUMPULAN DATA (14)TEKNIK KUANTITATIF

DATA PEOPLE THINGS0 Synthesizing 0 Mentoring 0 Setting up1 Coordinating 1 Negotiating 1 Precision working2 Analyzing 2 Instructing 2 Operating—controlling3 Compiling 3 Supervising 3 Driving—operating

Basic 4 Computing 4 Diverting 4 ManipulatingActivities 5 Copying 5 Persuading 5 Tending

6 Comparing 6 Speaking—signaling 6 Feeding—offbearing

7 Serving 7 Handling8 Taking instructions — helping

DOL :