HRM-JOB ANALYSIS

Job Title Reports to Supervises Coordinates with Outside the Company

Example of Job Description:

Position Title Division Department Reports to Coordinates with Supervises

Example of Job Specification:

Occupation

Group of jobs are similar as to kind of work and are found throughout the industry.

Job

Group of positions that are similar in their duties. One position may be involved, simply because no other similar position exists

Technical Requirements

Include Criteria such as educational background, related work experience, and training.

Performance Appraisal

It involves comparison of actual versus planned outputs. Job analysis information is used to identify the standards and performance objectives and specific activities to be performed against which employees are evaluated.

Interview

Job analysis information can be obtained by interviewing the job incumbent or by group interviews with group of employees doing the same job or by interviewing the supervisor who is knowledgeable about the job.

Determining the rate of Compensation

Job analysis information is also essential for estimating the value of and appropriate compensation for each job. This is because compensation usually depends on the job's required skill and educational level, safety hazard, degree of responsibility and so on. All of which assessed through job analysis.

Training

Job analysis information is used to design training and development programs because the analysis and resulting job description show the skills and therefore the kind of training that is required. Training and development are conducted to satisfy these skills and competency requirements.

Recruitment and Selection

Job analysis is useful when searching for the right person to fulfill the job. It helps to seek and find the type of people that will contribute to and suit the needs of the organization.

How much time is taken to complete basic tasks?

Job analysis provides information in Several cases including the following: 1

How are tasks grouped together into a job?

Job analysis provides information in Several cases including the following: 2

How can a job be designed so that employee performance can be improved?

Job analysis provides information in Several cases including the following: 3

What kind of skills is needed to perform a given job?

Job analysis provides information in Several cases including the following: 4

What kind of person is best suited to perform certain types of job?

Job analysis provides information in Several cases including the following: 5

Interview Observation Questionnaire Employee recording/Use of Log book

Methods Used in Job Analysis

New Jobs and Hot Jobs for the 21st Century

New job descriptions are appearing with increasing frequency. A crusory scan of company opening being advertised in JobStreet Philippines, an online recruitment center, gived a sense of what is happeninh in the job market.

O-net

Online resource which Has replaced the Dictionary of Job Titles; List of job requirements, for a very large number of jobs

Job Description

Organized, factual statements of the duties and Responsibilities of a specific job. Tells: What to be done, how it is done, and why

Preparing the job description and writing the job specifications Recruitment and selection Determining the rate of compensation

Uses of Job Analysis Information 1-3

Performance appraisal Training Career Planning and Development Safety Labor Relations

Uses of Job Analysis Information 4-8

Information Concerning job requirements

Usually provides information about machines, tools, materials, mental complexity, and attention required, physical demands, and working conditions. It varies from job to job.

Safety

What a job entails and the type of people needed contribute information to established safe procedures so that unsafe practices can either be changed or discontinued.

Date Written Job Status Job Identification Job Summary

Writing Job Descriptions: 1-4

Working Relationship Responsibilities and Duties performed Authority of Incumbent Competency Requirements Working Conditions

Writing Job Descriptions: 5-8

Knowledge Skills Ability Personal Characteristics Credentials Technical Requirements

Writing the Job Specifications:

Job Summary

a brief one or two sentence statement describing the purpose of the job and what oupits are expectef from the job incumbents

Ability

The capability needed to perform non-motor tasks such as communication abilities

Skills

The capability to perform a learned motor task such as work processing skills

Career Planning and Development

The movement of individuals into and out position jobs and occupation is a common procedure in organization. JA provides clear and detailed information to employees on career movement.

Writing Job Description

The original purpose of __ is to establish the level of a specific position for the purpose of establishing pay levels

Job Analysis

The procedure used for determining/collecting information relating to the operations and responsibility of a specific job. 2

Preparing the job description and writing the job specifications

The result of job analysis provides a complete description that contains job summary, job duties and responsibilities, machine and equipment used, and some indication of the working conditions . It is also used to describe the individual traits and characteristic required in performing the job well.

Questionnaire

The use of ____ is usually the least costly method for collecting large amount of information in a short period of time.

Authority of incumbent

This identifies the authority span of the job position. This would include information of the jobholder's relationship with others, reporting structure position, etc.

Employee recording/Use of Log book

This is a recording by job incumbents of job duties, frequency of duties, and when the duties are accomplished

Creates competitive advantage

1. Importance of Job Analysis

Can enhance the success of HRM practices by laying the required foundation

2. Importance of Job Analysis

Functional Job Analysis

A task based or work oriented technique describing the work performed.

Job Specification

A written explanation of the minimum acceptable human qualities necessary for effective performance of a given job.

Personal Characteristics

An Individual's traits such as tact, assertiveness, concern for others, etc.

Labor Relations

An attempt of an employee to add or subtract from the duties listed, as a result of job analysis is already a violation of this standard. The labor union as well as the management is interested in this matter. Controversies often result and a written record of the standard job jurisdiction is valuable in resolving such disputes.

Position Analysis Questionnaire

An example of job analysis method.

Knowledge

Body of information one needs to perform the job

Organizational Relationship

Brief explanation of the number of persons supervised (if applicable) and job title of position supervised. It also reflects supervision received

Job Summary

Condensed explanation of the context of the job.

Job Analysis

Conducted to determine the responsibilities inherent in the position as well as the qualifications needed to fulfil its responsibilities 1

Position

Consist of responsibilities & duties performed by an individual

Tasks

Coordinated and aggregated series of work

Relation to other jobs

Describes and outlines the coordination required by the job

Observation

Direct observation is useful when job consist mainly of observable physical activity. On the other hand, observation is usually no appropriate when the job entails significant amount of mental activity.

Credentials

Proof of documentation that an individual possesses certain competencies.

Working Relationship Responsibilities and Duties performed

Relationship statement show the jobholder's relationship with others inside and outside the organization. Responsibilities & duties should be presented in clear and precise statement and essential functions and major task.

Job Title and Location Organizational Relationship Relation to other jobs

Specific Information Provided by Job Analysis 1-3

Job Summary Information Concerning job requirements

Specific Information Provided by Job Analysis 4-5

Examine the total organization and the fit of each job Determine the purpose of JA Select job to be analyze

Steps in Conducting Job Analysis 1-3

Collect Data by using acceptable JA techniques Prepared JD Prepared JS Use Information from stages steps 1-6 for training selection etc

Steps in Conducting Job Analysis 4-7

Working Conditions

a list of general __ involved with the job, location of the job and other relevant characteristics of the immediate work environment such as hazards and noise levels

Position Job Occupation Job Analysis Job Description Job Specifications

a-f. Different job terms

Competency requirements

education and experience including special skills required to perform a given job

Job status

full/part time including salary

Job Classification Job Evaluation Tasks O*Net Functional Job Analysis Position Analysis Questionnaire (PAQ)

g-l. Different job terms

Job identification

the identification selection includes such information as job titles, department, division, plant & code number of the job