HUMAN RESOURCE MANAGEMENT
PHR2143
Chapter 03
JOB ANALYSIS
By
WAN HIZAM BIN WAN HASSAN
BUSINESS MANAGEMENT LECTURER
1
Learning Objective
Explain why job analysis is performed
Explain the reasons for conducting job analysis
Describe job analysis methods and types of job
analysis information
Understand Job Description
2
Definitions
Job - Consists of a group of tasks that must be
performed for an organization to achieve its goals
Position - Collection of tasks and responsibilities
performed by one person; there is a position for
every individual in an organization
3
Definitions (Continued)
Job analysis - Systematic process of determining the skills, duties,
and knowledge required for performing jobs in an organization
Job Analysis is used to prepare both job description and job
specifications
Job description – document providing information regarding tasks,
duties, and responsibilities of job
Job specification – is a document that outline the minimum
qualifications to perform a particular job
4
Job Analysis: A Basic Human Resource Management Tool
Human Resource
Tasks Responsibilities Duties Planning
Recruitment
Selection
Training and
Job
Development
Descriptions
Job Performance Appraisal
Analysis Job Compensation and
Specifications Benefits
Safety and Health
Employee and Labor
Relations
Knowledge Skills Abilities Legal Considerations
5
Job Analysis for Teams
Job analysis is performed on three
occasions:
It is done when the organization is founded
and job analysis program is initiated for the first
time
It is performed when new jobs are created
It is used when jobs are changed significantly
as a result of new technologies, methods,
procedures or system
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Reasons for conducting Job Analysis
i. Staffing-recruitment
ii. Compensation and benefits
Iii. Training and Development
Iv. Safety and Health
V. Performance Appraisal
Vi. Employee and Labor Relations
7
Staffing-Recruitment
Job analysis provide information about job entails and
characteristics required to perform a job
The information in the form of job description and job
specification will help HR Manager to decide what type of
employees to recruit and hire.
It will be useful as a guidance in recruiting and select the right
employees.
8
Compensation & Benefits
Job analysis provide information in estimating value for
each jobs and the proper compensation
Compensation such as salary and bonus usually
depends on the job required skills, education level,
safety hazards and the degree of responsibilities.
9
Training and Development
Job Analysis proves beneficial in identifying training and
development needs.
From the job specifications requirement, it can help to
identify the proper level of education, skills and abilities
required.
In this situation, an employees who are not possessed
with the knowledge, skills and abilities required, they will
be train in order to match with the requirement.
10
Safety and Health
Information derived from job analysis will be used to
improve the aspects of safety and health of an
employees at work.
For n example, employers are required to state whether
a job is hazardous and the job description should reflect
the situation.
11
Performance Appraisal
Help worker to know what they are
supposed to accomplish and good job
description provided.
Job analysis is used to acquire an idea
of acceptable levels of performance for
a job.
12
Employee and Labor
Relations
it is important when employees are
considered for promotion, transfer or
demotion so the job description
provides a standard for evaluation and
comparison of talent.
13
Types Of Job Analysis Information
Work Activities – work activities and processes; activity records
(in film form, for example); procedures used; personal
responsibility
Worker-oriented activities – human behaviors, such as physical
actions and communicating on the job; elemental motions for
methods analysis; personal job demands, such as energy
expenditure
Machines, tools, equipment, and work aids used
Job-related tangibles and intangibles – knowledge dealt with
or applied (as in accounting); materials processed; products
made or services performed 14
Continue…
Work performance – error analysis; work standards; work
measurements, such as time taken for a task
Job context – work schedule; financial and nonfinancial
incentives; physical working conditions; organizational
and social contexts
Personal requirements for the job – personal attributes
such as personality and interests; education and training
required; work experience
15
Job Analysis Methods
Questionnaires
A situation when job analyst structure questionnaires to
employees
Observation
Critical incident technique, witness the work being performed
and the records observation
Interviews
A situation when job analyst interviewing employees and
employers to understand the job
Employee recording through diary or log book
Get information through reading employee logbook contain
their daily activities
16
Job Description
A document that provides information regarding the tasks,
duties and responsibilities of a job.
Job Title@identification
Including the name of the job and a job number or code
Date of Job Analysis
The date which being placed on the job description
Job Summary
Consists of overview of the job or brief statements about the job
Duties performed
The major duties of job to be perform
17
Job Specification
A document containing the minimum acceptable qualification
that a person should posses in order to perform a job such as
years of experiences, level of education etc.
Educational requirements
Experience
Personality traits
Physical abilities
18
Conclusion
Timeliness of Job Analysis
Rapid pace of technological
change makes need for
accurate job analysis even
more important now and in the
future.
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