JOB ANALYSIS

• Job or task analysis is an HRM procedure that analyzes the requirements of the job and not the person.
• Job or task analysis. It is an HRM practice that involves collecting of data about the details of the job relating to duties, the job requisites necessary to carry out those duties, and the traits and attributes of the person needed to accomplish the work favorably
• Data gathered from the job analysis will serve as bases in developing these two important job analysis outcomes:

  1. Job description
  2. Job specification
• Job description - a job-related document that shows the duties and responsibilities attached to the job position. It further indicates how the worker will do the job, and the job's working conditions.
• Job specification - shows the specific qualifications and individual characteristics expected to match the job requirements
• A job description is extremely important for both employers and employees.
• From the employers' standpoint, the job description gives them the opportunity to find the right applicant for the vacant position. It also provides factual knowledge about the actual duties and responsibilities of the employees.
• On the other hand, a job description serves as a guidepost to employees in understanding and defining the scope of their job.
• COLLECTING JOB ANALYSIS INFORMATION

  1. Interviewing the current employees
  2. observing activities of current employees.
  3. Distributing survey questionnaires.
  4. Use of diaries.
• Interviewing current employees. The job analyst elicits information about the job from current employees. However, he may also refer to the supervisors and managers if he needs more information.
• Observing activities of current employees. Under this method, the job analyst meticulously observes the incumbents while performing the job, how they do the job, and determines the length of time it takes them to complete the job.
• Distributing survey questionnaires. This is the most popular way of gathering job analysis information.
• Distributing survey questionnaires. The analyst distributes the prepared questionnaire to incumbents, instructing them to answer questions related to their jobs
• Questionnaires are gathered in a relatively short period of time.

  TRUE
• Use of diaries. The diary method requires the incumbents to keep a detailed record of their daily task. If this is done honestly, this method assures the job analyst of the accuracy of data.
• All methods concentrate on the collection of very basic job-related information useful in recruitment and selection. However, choosing the appropriate method depends on the scope of the job, and the duties and responsibilities assigned to it.

  TRUE
• For that reason, before selecting a method, all the pros and cons should be studied to be certain that it meets the goals and objectives of the company.

  TRUE
• Important Components of Job Analysis (The following are important information that a complete job analysis should provide.)

  1. Job Content
  2. Job Context
  3. Worker Requirement
• Job Content - shows the actual duties of the worker, how he or she performs the job, and the facilities, materials and devices to be used in performing the job.
• Job Context - this is about the conditions or the environment where the job is performed. It also specifies the demands such work requires the employee to do.
• Some other kinds of job context data may include environmental conditions, technologies, structure of relationships, level of autonomy, and the physical demands of the job on the employee.
• Worker Requirements - these are qualifications that are considered by the employer as vital to the successful execution of the job
• Worker Requirement. This refers to the knowledge, skill, ability, personal characteristics, and credentials needed for effective job performance.
• Knowledge - the intelligence and understanding of a specialized discipline acquired through formal education and actual experience.
• Skill - potential capability of a worker to carry out a particular job
• Ability - a capacity or competence that allows an individual to do a specific kind of work.
• Personal characteristics - although skills are necessary, most employers will choose an individual who possess good personal qualities
• Personal characteristics - although skills are necessary, most employers will choose an individual who possess good personal qualities such as reliability, trustworthiness, and flexibility.
• Credentials-pieces of evidence that will prove a person's identity or background that will indicate his fitness for the job
• Credentials-pieces of evidence that will prove a person's identity or background that will indicate his fitness for the job like scholastic records, employment certification, and other relevant documents.
• Changes in Work Schedules

  (a) a compressed workweek,

  (b) flexible time,

  (c) job sharing, and

  (d) telecommuting.
• Compressed Workweek - This is an alternative work schedule where the standard five day workweek is reduced to a lesser number of days, but with longer working hours.
• The regular work hours is eight hours a day on a five-day workweek.

  TRUE
• In a compressed workweek, employees may opt to work on a four-day, ten-hour schedule, also referred to as 4/10 or 4/40.
• Both employers and employees may decide to choose another option as long as the employee renders a total of forty hours in a week.

  TRUE
• Flexible time, also called Flextime, gives workers leeway in selecting their daily time-in and time-out schedule on the condition that they work a definite number of hours in a day or in a week.
• In flexible time, the total number of hours employees are obliged to work are similar as that under the regular work time.

  TRUE
• Flexible time gives employers and employees various benefits. By permitting employees more freedom in choosing their work time, employers can minimize tardiness and absenteeism, and increase employee loyalty
• Job Sharing - This is a job arrangement where two employees with temporary or part-time status perform a job that otherwise can be done by a full-time employee.
• Since a job position is shared, compensation is divided between the two employees, thus reducing their income.