Badm 22

• Job Analysis


  Process that determines the "essence" of a collection of tasks falling within the scope of a particular job title. A family of formal methods for describing jobs and human attributes necessary for jobs.
• Job Analysis


  • Provides information on:
  • How much time is taken to complete a basic task?
  • How are tasks grouped together into a job?
  • Job design for employee performance to improve.
  • What are the skills needed?
  • What person is best suited for the job?
• Specific information provided by Job Analysis

  • Job title and location
  • Organizational relationship (supervisors, managers, number of persons supervised)
  • Relation to other job (coordination required by the job)
  • Job summary (brief description of the job content)
  • Information concerning job requirements (skills, physical, materials, etc.)
• Job Description (JD)


  Consists of job title, position, location, duties, reporting to whom, machines to operate and workplace environment.
• Job Specification (JS)


  Contains education, work experience, skills, responsibilities, training, personal and emotional characteristics.
• Job Analysis


  Job Description + Job Specification
• Uses of Job Analysis

  • Preparing the job description and writing the job specifications
  • Recruitment and selection
  • Determining the rate of compensations
  • Performance appraisal
  • Training
  • Career planning and development
  • Safety
  • Labor relations
• Methods of Job Analysis

  • Interview
  • Observation
  • Questionnaires
  • Employee Recording / Time Log / Daily Diary
• Recommended Steps in Conducting Job Analysis

  1. Examine

  2. Determine the purpose of JA

  3. Select the job to be analyzed

  4. Data collection

  5. Prepare JD and JS

  6. Using the information
• Job Description


  Establishes a level of difficulty of a specific position for the purpose of establishing pay levels. It is the first and immediate product of Job Analysis.
• Contents of Job Description

  • Job status (full time or part time including salary)
  • Job identification (job title, department, division, plant, and code number of the job)
  • Job summary (a brief one or two sentence statement describing the purpose of the job and what outputs are expected from job incumbents)
  • Working relationship, responsibilities and duties performed
  • Authority of incumbent
  • Competency requirements (education and experience including special skills required to perform a given job)
  • Working conditions
• Contents of Job Specification

  • Knowledge (body of information one needs to perform the job)
  • Skills (the capability to perform a learned motor task such as word processing skills)
  • Ability (the capability needed to perform non-motor tasks such as communication abilities)
  • Personal characteristics (an individual's traits such as tact, assertiveness, concern for others, etc.)
  • Credentials (proof or documentation that an individual possesses certain competencies)
  • Technical requirements (include criteria such as educational background, related work experiences and training)