1. Job Analysis (Session Four) Jayendra Rimal

2. What is Job Analysis & its Uses The procedure for determining the critical knowledge, abilities, skill and other characteristics (KASOCs) required to perform a task and the kind of person who should be hired for it. It results in job description, job specification and job evaluation. Job Analysis Job Description Job Specification & Job Evaluation Recruitment & Selection Decisions Performance Appraisal Compensation Management Training Requirements Jayendra Rimal12-Jun-162

3. KASOCs   Knowledge is an organized body of information, usually of a factual or procedural nature applied directly to the performance of a function.   Ability refers to a demonstrated competence to perform an observable behavior that results in an observable product.   Skill is a competency to perform a learned, psychomotor act and may include a manual, verbal or mental manipulation of data, people or things.   Other Characteristics includes personality characteristics, attitudes, physical or mental competencies needed to perform the job. (e.g. leadership, extroversion/introversion) Jayendra Rimal12-Jun-163

4. Steps in Job Analysis 1. 1. Determine how the collected information will be used 2. 2. Review relevant background information: Organization charts, Process charts etc 3. 3. Select representative sample size 4. 4. Collect information on job activities: required employee behavior, working conditions, competencies and traits needed 5. 5. Verification with job holder and supervisor 6. 6. Develop job description and job specification Jayendra Rimal12-Jun-164

5. Methods in Collecting Information o o The interview: These are conducted with employee’ groups and supervisors o o Questionnaires: Employees provide job related information about duties and responsibilities o o Observation: useful when job consists of observable physical activities o o Diary/Logs: Employees record the activities of what they do in a job o o Quantitative Job Analysis Technique: To assign quantitative value to each job o o Using multiple sources of information: For accuracy purposes about the job Jayendra Rimal12-Jun-165

6. Job Description It is a written statement of what the worker actually does, how he or she does it, and what the working conditions are. It normally covers areas such as:   Job Title   Job Code   Level   Department   Purpose of Job (Job Summary)   Reports to (Supervisor)   Responsible for (Subordinate)   Duties and responsibilities   Authority   Key performance indicators Jayendra Rimal12-Jun-166

7. Job Specification What human competencies, traits and experiences are required to do this job well? It shows what kind of a person to recruit and what qualities to be tested for. It can be part of job description or a separate document. It would cover areas like:   Educational qualification   Competency required   Personality traits   Work experience/Training   Working conditions including health and safety   Location   Equipment/tools used Jayendra Rimal12-Jun-167

8. Importance of Job Analysis   Preparation of job description and job specification   HR planning: Assess the quality and quantity of HR   Recruitment and selection: design selection methods and employment tests   Training and development: As a benchmark to determine training needs of employees   Compensation: Job evaluation is dependant upon the data provided by job analysis   Performance appraisal: Again used as a benchmark to assess performance levels of employees   Career: Assists in career management and planning Jayendra Rimal12-Jun-168

9. Thank you ! Any Questions? Any Questions? Jayendra Rimal12-Jun-169