1. JOB ANALYSIS

2. Job Analysis: A Basic Human Resource Tool

3. Studying and under-standing jobs through the process known as job analysis is a vital part of any HRM program.

4. Job Analysis
Knowing Who Does What?

5. Purposes of the job Analysis

6. Major duties or activities required
Conditions under which the job is performed

7. What Is a Job?

8. Effort directed toward producing or accomplishing results
Work
Effort directed toward producing or accomplishing results

9. A distinct, identifiable work activity composed of motions
Task
A distinct, identifiable work activity composed of motions

10. Duty
A larger work segment composed of several tasks that are performed by an individual.

11. An obligation to perform certain tasks and duties.
Responsibility
An obligation to perform certain tasks and duties.

12. Set of tasks and duties performed by single individual
Position
Set of tasks and duties performed by single individual

13. Job
Group of positions that are identical with respect to their major significant tasks and sufficiently alike to be covered by single analysis

14. Occupation
General class of jobs

15. Sequence of jobs held by individual throughout lifetime
Career
Sequence of jobs held by individual throughout lifetime

16. Job Description
Written narrative describing activities performed on a job; includes info about equipment used and working conditions.

17. Other Important Job Analysis Terms
Job Specification
Identifies major job responsibilities; outlines specific KSA, and other physical and personal characteristics necessary to perform a job.

18. Job
Grouping of tasks, duties, & responsibilities that constitutes the total work assignment for employees

19. A job is a set of closely related activities carried out for pay

20. Job Analysis Defined

21. Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job. 6

22. This Analysis Includes

23. Identifying tasks/duties performed
Identifying Knowledge, Skills and Abilities (KSAs) required to perform those tasks 7

24. Reasons For Conducting Job Analysis

25. Staffing
Training and Development
Compensation and Benefits

26. Safety and Health
Employee and Labor Relations
Legal Considerations

27. Types of Job Analysis Information

28. Work activities
Worker-oriented activities
Machines, tools, equipment, and work aids used

29. Job-related tangibles and intangibles
Work performance
Job content
Personal requirements for the job

30. Questions Job Analysis Should Answer

31. What physical and mental tasks does the worker accomplish?
When does the job have to be completed?
Where is the job to be accomplished?

32. How does the worker do the job?
Why is the job done?
What qualifications are needed to perform the job?

33. Job Analysis Decisions

34. What type of information will be collected?
How will the information be collected?
How will the information be recorded or documented?

35. When Job analysis Is performed

36. When the organization is founded
When new jobs are created

37. When jobs are changed significantly as a result of new technologies, methods, procedures, or systems

38. Uses of Job Analysis

39. Job Analysis Equal Employment Selection HR Planning Recruitment HR
Research HR
Development
Job Analysis
Employee
& Labor
Relations
Safety &
Health
Compensation
& Benefits
Performance
Appraisal

40. Importance of Job Analysis

41. Provide realistic job information's regarding duties, working conditions, and requirements
Identifies relationships between supervisors and subordinates

42. Defines duties and related tasks
Time required to perform duties

43. Basis for training, career planning, and career development
Help to determine the worth/pay

44. Strategic Importance of Job Analysis

45. Change in people skills required Change in way the organization
operates
Results in
Job descriptions
Job specifications
Change in
organization’s
strategic
goals
Change in
people skills
required

46. Steps in Job Analysis

47. Develop job description/
specification
Step 6
Review information
with incumbents
Step 5
Step 4 Collect data to analyze job
Step 3 Select representative positions to analyse
Step 2 Review background information
Step 1 Identify how information will be used

48. Job Analysis Information

49. Job Context Job Content Worker Requirements plant assembly line
knowledge, skills,
abilities
Job Context
plant assembly
line
Job Content
assemble boxes

50. Job analysis outcomes

51. Job description
Job specification
Job evaluation