Job Analysis

JOB VERSUS POSITION?

• Job – Grouping of common tasks, duties, and responsibilities
• Position – Job performed by one person

Ex: There are 2 persons operating word processing equipment, there are 2 positions (one for each person) but just one job (word processing operator)

JOB ANALYSIS AND JOB DESIGN

• Job Design – The purpose of a job design is to interconnect the productivity needs of the                         organization with the needs of the individuals performing the various jobs.

• Provide meaningful work that fits effectively into the flow of the organization.
• Job design involves changing, simplifying, enlarging, enriching, and making jobs to ensure that the efforts of the employees can fit together better with other jobs.

• Job Analysis – Formal system for gathering data about what people are doing in their                           jobs.

• Information generated by job analysis may be useful in redesigning jobs.
• MAIN PURPOSE: Get a clear understanding of what is done on a job and what capabilities are needed so that employees could do a job as designed.

JOB ANALYSIS RESPONSIBILITIES

• Knowledgeable person

                -Must know what is happening [pic 2]

-Must know the things needed to be done for the job

Job Analyst

 Supervisors

Employees

• HR unit and operating managers

        - Cooperation

        - Coordination

• Responsibility depends on:

• Who can perform best in various aspects
• Size of the company

• Manager
• HR unit

BEHAVIORAL ASPECTS OF JOB ANALYSIS

-  Determining what the “core” job is.

• JOB INFLATION

- Employees and managers tend to inflate the importance and significance of their jobs.

• MANAGERIAL STRAITJACKET

- Job description includes all the duties and responsibilities that a company expects from an employee. In order to include all in the job description some companies includes other duties that may be requested by the employees’ immediate supervisor.

PRODUCTS OF JOB ANALYSIS

• Job Descriptions  - Written statement that describes the  

       job.

     - Needed in performance appraisal;  

       job design/redesign and training

• Job Specifications - Qualifications of an individual to  

                          perform the job.

      - Used in the recruitment, selection  

         and placement process  

→Knowledge, Skills, Abilities and Other Characteristics (KSAOs or KSAs)

• Job Evaluation - The standing of a job is directly related

                     to the amount of compensation one  

    receives in doing that job.

HR ACTIVITIES AND BENEFITS

• HR Planning

- Auditing of current jobs; identifying the functions currently being performed and calculating the time being spent to perform them.

• Recruiting and Selection

- Used to identify job specifications in order to plan

how and where to obtain employees.

• Compensation

- Ability to give more weight and more pay to jobs

involving difficult tasks, duties and responsibilities.

• Training and Development

       - Career Planning

       - Pointing out areas in which employees need to develop in order to further their careers.