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JOB ANALYSIS

Instructor: LTT Xun 1

Content

Instructor: LTT Xun 2

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Work flow analysis and Organizational structure

Work flow analysis

Providing a means to understand all the tasks required to
produce a high-quality product as well as the skills necessary
to perform those tasks.

Instructor: LTT Xun 3

Work flow analysis and Organizational structure

Work flow analysis

Analyzing work Analyzing work Analyzing work

inputs processes outputs

Raw Inputs
- material
- information

Equipment ACTIVITY OUTPUT

- facilities what tasks - product/service
- systems are required? - how measured?

People
- knowledge
- skills
- abilities
Instructor: LTT Xun 4

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Work flow analysis and Organizational structure

Work flow analysis

Analyzing work outputs:
Product/service
Output organizations picture
HRM department analyzing customers inside the company
and products they desire from HRM functions
Analyzing work processes:
All tasks should be performed
Tasks broken down into each persons activities
Identifying workloads or the situation of being overstaffed

Instructor: LTT Xun 5

Work flow analysis and Organizational structure

Work flow analysis

Analyzing work inputs:
Raw Inputs
Equipment
Human Resources: human skills and efforts necessary

Instructor: LTT Xun 6

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Cooking &
Taking Order Frying
assembling

Getting drinks

Preparing Bags

Instructor: LTT Xun 7

Work flow analysis and Organizational structure

Organizational structure
provides a cross-sectional overview of the static relationship
between individuals and units that create the outputs
Types of structure vs. Design of jobs
Functional Divisional
functional departmentalization workflow departmentalization
high level of centralization low level of centralization
high efficiency semi-autonomous
inflexible flexible and innovative
insensitive to subtle differences sensitive to subtle differences
across products, regions, and across products, regions, and
clients clients
low efficiency

Instructor: LTT Xun 8

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DISCUSSION QUESTION

Assume that you are the manager of a fast food shop, or

cafeteria .
What are the outputs of your work unit?
What are the activities required to produce those outputs?
What are the inputs?

Instructor: LTT Xun

Influences Affecting Jobs,

People, and Related HR
Policies

2005 Southwestern College Publishing. 10

Instructor: LTT Xun
All rights reserved.

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Job Analysis
The importance of Job analysis to HR Managers

Work Redesign Performance

Appraisal

HR Planning Job Evaluation

Job Analysis

Recruitment Career Planning

Selection Training and

Development
Instructor: LTT Xun 11
McGraw-Hill/Irwin 2006 The McGraw-Hill Companies, Inc. All rights reserved.

Job analysis
The importance of Job analysis to Line Managers

To be responsible for ensuring

To understand the work-
that each individual is performing
flow process
his or her job satisfactorily

to make intelligent hiring

decisions

Instructor: LTT Xun 12

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Job analysis
Job Analysis
A systematic way to gather and analyze information about the
content, context, and the human requirements of jobs.
Work activities and behaviors
Interactions with others
Performance standards
Financial and budgeting impact
Machines and equipment used
Working conditions
Supervision given and received
Knowledge, skills, and abilities needed

Instructor: LTT Xun 13

Job analysis

Job Description - a list of tasks, duties, and responsibilities

=> observable actions

Job Specification - a list of knowledge, skills, abilities, and

other characteristics
=> Compare and contrast knowledge and skill

Instructor: LTT Xun 14

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Job analysis
JOB ANALYSIS
A process of obtaining all pertinent job facts

Job Description Job Specification

Job Title Education
Location Experience
Job summary Training
Duties Initiative
Machine tools etc Physical effort
Material etc Responsibilities
Supervision Communication skills
Working condition Emotional characteristics
Hazards Unusual sensory sight etc.
Instructor: LTT Xun 15

Identification

General
summary
Job description

Essence

Requirements

Job
specifications Instructor: LTT Xun 16

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Job analysis
To conduct job analysis:
1. Understand the purpose of conducting the job analysis
2. Understand the role of the jobs in the organization
3. Benchmark positions
4. Determine how you want to collect the job analysis information
5. Seek clarification, whenever necessary
6. Develop the first draft of the job description
7. Review draft with job supervisor

Instructor: LTT Xun 17

Job analysis
Approaches to Job analysis
Task-based Job analysis: focusing on tasks, duties and
responsibilities performed in a job
The competency approach to Job analysis:
focusing on the competencies that individuals needed to
perform jobs
emphasizing how significantly peoples capabilities influence
organizational performance
Considering how knowledge and skills are used

Instructor: LTT Xun 18

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Job analysis
Job analysis methods
Observation
Interviewing: individual or group
Work diary
Questionnaires
Computerized Job analysis
The Occupational Information Network
Combination methods

Instructor: LTT Xun 19

Job analysis
Job analysis methods
Typical Areas Covered in a Job Analysis Questionnaire

Instructor: LTT Xun 20

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Sample Job Duty Statements

and Performance Standards

Figure 610
2005 Southwestern College Publishing. 21
Instructor: LTT Xun
All rights reserved.

Job analysis
Job Analysis in Perspective

Instructor: LTT Xun 22

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Job analysis
Stages in the Job Analysis Process

Figure 67

2005 Southwestern College Publishing. All rights reserved.

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Instructor: LTT Xun

Job analysis
Sample Job Description and Specifications

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Instructor: LTT Xun

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Job analysis

Instructor: LTT Xun 25

Job analysis

Instructor: LTT Xun 26

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Job design
Job design
How work will be performed and the tasks that will be required in
a given job
Job redesign
Changing the tasks or the way work is performed in an existing job

To effectively design jobs, it must understand the job as it exists

its place in the

larger work units
Job design influences:
work-flow process
Job performance
Job satisfaction
Physical and mental health

Instructor: LTT Xun 27

Job design

Job Enlargement
Broadening the scope of a job by expanding the number of
different tasks to be performed.
Job Enrichment
Increasing the depth of a job by adding the responsibility for
planning, organizing , controlling, and evaluating the job.
Job Rotation
The process of shifting a person from job to job.

Instructor: LTT Xun 28

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GROUP ASSIGNMENT

Choose a position and conduct job analysis for that

position (job description and job specification)

Instructor: LTT Xun

FOR NEXT CLASS

Assign the case for reading

Instructor: LTT Xun

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