JOB ANALYSIS
Job Analysis
• Also called a work analysis
• Foundation of all human resource activities.
• Formal procedure by which the content of a job is
defined in terms of tasks performed and human
qualifications needed to perform the job.
• A collection of data describing observable job
behaviors performed by workers, including what is
accomplished as well as what technologies are
employed to accomplish the end result.
Sources of Job Information
• Job incumbent-holder of the job.
• Supervisor
• Job Analyst-subject matter expert.
Concepts
• Task-basic component of work
• Position-set of tasks performed by a single employee
• Job-a set of similar position in the organization
• Job family
Job analysis procedure
• Task oriented procedure-designed to identify
important or frequently performed tasks as a
means of understanding the work performed. (What
the worker does)
➢Functional Job analysis-describes the content of
jobs in terms of people, data and things.
1. What the worker does-procedures & processes.
2. How a task is performed-physical, mental and
interpersonal involvment
• Work oriented procedure-designed to identify
important or frequently utilized human attitubutes as
a means of understanding the work performed.
(KSAO-knowledge, skills, abilities & other
information)
• Linkage analysis-establishes connection between
the tasks performed and the human attributes
needed to perform them. (Examines the linkages
best KSAO and tasks performed)
Conducting Job Analysis
• Subject Matter Experts (SMEs)-supervisors & incumbents
who are knowledgeable about the job.
• Job Analyst-person conducting the analysis
• SME conference-a group of job analysis interview
consisting of subject-matter experts.
• Ammerman technique-group of job experts identifies the
objectives and standards to
be met by the ideal worker.
• Observations-job analyst watches job incumbents
perform their jobs.
• Job participation-job analyst actually performs the job
being done.
• Task inventory-questionnaire containing a list of
tasks each of which the job incumbent rates on a
series of scales such as importance and time spent.
• Task analysis-identifying tasks for which employees
need to be trained.
Methods of providing Information about
Competencies
• Critical Incident Technique-developed by
Flanagan, uses written reports of good and bad
employees.
• Job Components Inventory-provides information
about the perceptual, physical, mathematical,
communicastion, decision making and
responsibility.
• Threshold trait analysis-developed by Lopez, to
identify traits necessary to successfullly perform a
job.
• Fleishman Job analysis-jobs are rated on the basis of
the abilities needed to perofrm them.
• Job Adaptability inventory-by Pulakos, Arad
Donovan and Plamondon-taps the extent to which
a job involves eight types of adaptability.
Job description-a short summary of job.
Job title-describes the nature of the job, its power
and status level and the competencies needed to
perform the job.
Job specifications-refers to the knowledge, skills and
abilities needed to successfuly perform a job
(competencies).
Job crafting-process in which employees unofficially
change ther job duties to better fit their interest and
skills (expand the scope of job)
Job evaluation-assessing the relative value of the job.
To determine the monetary worth of a job.
• External equity-a fair wage in comparison to what
other employers are paying
• Internal equity-fairness of compensation
• Compensable factor-dimension of work used to
assess the relative value of a job for determining
compensation rates.
COMPENSABLE FACTORS
• Level of responsibilty
• Physical demands
• Mental demands
• Educational requirements
• Training & experience requiremets
• Working conditions
Direct Compensation-amount of money paid to an
employee.
Comparable worth-the idea that jobs requiring the
same level of skill and responsibility should be paid
the same regardless of supply and demand.
Job Analysis serves as guide for the following:
• Recruitment
• Job evaluation
• Performance appraisal
• Job design and redesign
References:
Industrial/Organizational Psychology by Michael
Aamodt 2017
Psychology Applied to Work by Paul Muchinsky 2007
