Prepared by Grace Amin, M.Psi, Psikolog HRM (JOB ANALYSIS) Prepared by Grace Amin, M.Psi, Psikolog

Understand the process of analyzing a job Learning objectives Understand the process of analyzing a job Understand how to make a job description and Understand how to make job specification

Job analysis The procedure through which we determine the duties of these positions and the characteristics of the people to hire Produces information for writing JOB DESCRIPTIONS and JOB SPECIFICATIONS

Information in job analysis Work activities Human behaviors Machines, tools, equipments and work aids Performance standards Job context Human requirement

Uses of job analysis Job analysis Recruitment and selection Performance appraisal Job evaluation (compensation) Training requirement Job description and job specification

Steps in job analysis Decide how the information will be used – determine the data that collected and how to collect it Review relevant background information (ex: organization charts, process charts and job description Select representative positions Actually analyze the job Verify the job analysis information with the worker Develop a job description and job specification

Methods for collecting job analysis information Interview Questionnaires Observation Participant diary / logs Quantitative job analysis Internet based

Job descriptions Job identification Job summary Relationships Responsibilities and duties Authority of incumbent Standards of performance Working conditions Job specifications A written statement of what the worker does, how to do it and what the job’s working conditions are

Specifications for trained vs untrained personnel Job specification Specifications for trained vs untrained personnel Specification based on judgment Job specifications based on statistical analysis What human traits and experience are required to do this job effectively?