CHAP TWO JOB ANALYSIS

CHAPTER 2
Job analysis

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DESCRIBE CORRECTLY PRINCIPLES AND APPROACHES

APPLICABLE TO THE HUMAN RESOURCE MANAGEMENT IN AN

ORGANIZATION (C2, PLO1, CLO1)

EXPLAIN THE HISTORICAL CONTEXT OF JOB ANALYSIS.

DEFINE THE IMPORTANCE OF JOB ANALYSIS TO ALL HR

ACTIVITIES AND FUNCTIONS.

EXPLAIN THE INFORMATION REQUIRED TO CONDUCT A

JOB ANALYSIS AND SOURCES OF INFORMATION.

Learning Objectives

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Job Analysis Defined

⚫ Job analysis is the process of studying jobs to

gather, analyze, synthesize and report
information about job responsibilities and
requirements and the conditions under which
work is performed.

Modified from Heneman and Judge (2009)

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Data Collection Methods

⚫Interview

⚫Surveys

⚫Observation

⚫Journals and records

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Interview

⚪ An interview is a conversation where questions

are asked and answers are given. In common
parlance, the word "interview" refers to a
one-on-one conversation between
an interviewer and an interviewee.

⚪ method to collect a variety of information from

an incumbent by asking the incumbent to
describe the tasks and duties performed.

⚪ Allows the incumbent to describe tasks and

duties that are not observable.

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Surveys

⚫ A field of applied statistics of human research

surveys, survey methodology studies the sampling of
individual units from a population and associated
techniques of survey data collection, such as
questionnaire construction and methods for
improving the number and accuracy of responses to
surveys.

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Observation

⚫ Directly observe job incumbents performing the job

duties, work sample or job segments.

⚫ The Observation method of Job Analysis is suited for

jobs in which the work behaviours are

⚪ 1) observable involving some degree of movement on the part

of the incumbent,

⚪ 2) job tasks are short in duration allowing for many

observations to be made in a short period of time or a
significant part of the job can be observed in a short period of
time

⚪ 3) jobs in which the job analyst can learn information about

the job through observation.

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Journals & records

⚫ Description of daily activities maintained for a

period of time:

⚪ Calendar, day planner.

⚫ Data mining of relevant materials such as:

⚪ Organizational charts.

⚪ Training manuals.

⚪ Policies and procedures.

⚪ Payroll records.

⚪ Production records.

⚪ Call sheets.

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Records

⚫ Data mining of relevant materials such as:

⚪ Organizational charts.

⚪ Training manuals.

⚪ Policies and procedures.

⚪ Payroll records.

⚪ Production records.

⚪ Call sheets.

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Outcomes of Job Analysis

⚫ Job Analysis:

⚪ The procedure for determining the duties and skill

requirements of a job and the kind of person who should be
hired for it.

� Job description:

� Systematic, detailed summary of job tasks, duties and

responsibilities.

� Assures that employees and managers are on the same page

regarding who does what.

� Job specification:

� Detailed summary of qualifications needed to perform required

job tasks.

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Job Description

⚫ The job description should include at least the

following elements:

⚪ Job title.

⚪ Job code.

⚪ Fair Labour Standard Act (FLSA) status.

⚪ Job summary.

⚪ Essential job duty task statements.

⚪ Job context or any unusual elements.

⚪ Date created.

⚪ Revision number and date.

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JobSpecification

⚫ The job specification should include at least the following elements:

⚪ Job title.

⚪ Job code.

⚪ Job summary.

⚪ Knowledge required to perform job.

⚪ Skills required to perform job.

⚪ Abilities required to perform job.

⚪ Education required.

⚪ Experience required.

⚪ Licensure required or certification desired to perform the job.

⚪ Date created.

⚪ Revision number and date.

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Information Collected

⚫ Data, people, things.

⚫ Tasks or job functions:

⚪ What gets done on the job.

⚪ Essential functions.

⚫ Scope of responsibility:

⚪ Supervision received.

⚪ Supervision provided.

⚫ Tools and equipment used on the job:

⚪ Computer software.

⚪ Hand tools.

⚪ Job-related equipment.

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Information Collected

⚫ Work context and environment:

⚪ Physical environment (discomfort, hazards).

⚪ Work schedule (hours, days).

⚪ Travel required.

⚫ Social/relationship factors:

⚪ Nature of social contacts.

⚪ Level of social contact.

⚫ Decision-making authority:

⚪ Judgment and discretion.

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Information Collected

⚫ Personal and physical demands of the job:

⚪ Stand, sit, reach, lift, walk.

⚫ Knowledge, skills and abilities required to perform

job tasks:

⚪ Education.

⚪ Experience.

⚫ Certification (desired) and licensure (required):

⚪ Certification (HR).

⚪ Board licensure (physician, engineer).

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Foundation of all HR practices

Legal

Compliance

Employee
Relations

Rewards

Safety

&

Health

Performance
Management

Training

Staffing

HR Planning

JOB

ANALYSIS

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Foundational

⚫ HR planning:

⚪Work design.

⚪Skills required.

⚫ Staffing:

⚪Advertising in labor market.

⚪Selection criteria.

⚪Selection methods.

⚪Succession planning.

⚫ Training:

⚪Training needs for new
employees.

⚪Training program content.

⚪Training evaluation.

⚫ Performance management:

⚪Performance standards.

⚪Evaluation criteria.

⚪Appraisal forms and methods.

⚪Feedback and communication
with employees.

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Foundational

⚫ Safety and health:

⚪Training required.

⚪Protective equipment needed.

⚪Hazard communications.

⚪Accommodations for medical
impairments.

⚫ Rewards:

⚪Value of each job for
compensation purposes.

⚪FLSA status.

⚪Pay adjustments.

⚫ Employee relations:

⚪Work rules, policies and
procedures.

⚪Clear lines of authority and
responsibility.

⚪Union work settings.

⚫ Legal compliance:

⚪Recordkeeping.

⚪Accommodations.

⚪Training.

⚪Compensation practices.

⚪Equal employment practices and
affirmative action.

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