Professional Documents
Culture Documents
• Job Analysis
– Introduction
• Some Basic Definitions
• Meaning/Definition and Purpose of Job
Analysis
• What Aspects of a Job Are Analyzed?
• Steps in Job Analysis
• Outcomes of Job Analysis
– Methods of Job Analysis
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Job Analysis - Introduction
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Job Analysis - Introduction
Meaning: (contd.)
• The systematic study of a job to provide
information, which will enable those planning
examinations or other selection devices to
determine the knowledge, skills and abilities
required for successful performance on the job
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Job Analysis - Introduction
Meaning: (contd.)
• The process of analyzing a job in terms of
essential elements, skills needed, and
characteristics to aid in job matching and training
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Job Analysis - Introduction
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Job Analysis - Introduction
Purpose/Use: (contd.)
• The purpose/use of Job Analysis is to establish
and document the 'job relatedness' of
employment procedures such as:
– Recruitment and selection
– Compensation
– Performance Appraisal
– Training
– Discovering unassigned duties
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Job Analysis - Introduction
Purpose/Use: (contd.)
• Recruitment and selection
– Job analysis provides information about what the job
entails and the human characteristics required to
perform these activities
• This information aids management to decide and select the
most suitable person to hire
• Job Analysis can be used in selection procedures to identify
or develop:
– job duties that should be included in advertisements of vacant
positions;
– appropriate salary level for the position to help determine what
salary should be offered to a candidate;
– minimum requirements (education and/or experience) for
screening applicants;
– interview questions;
– selection tests/instruments (e.g., written tests; oral tests; job
simulations);
– applicant appraisal/evaluation forms;
– orientation materials for applicants/new hires10
Job Analysis - Introduction
Purpose/Use : (contd.)
• Determining Training Needs
– The job description should show the activities and skills
—and therefore the training—that the job requires
– Job Analysis can be used in training/"needs assessment"
to identify or develop:
• training content
• assessment tests to measure effectiveness of training
• equipment to be used in delivering the training
• methods of training (i.e., small group, computer-based,
video, classroom...)
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Job Analysis - Introduction
Purpose/Use : (contd.)
• Compensation
– Job analysis includes details about the jobs required
skills & educational level, work environment, degree of
responsibility ..etc.
• These are the basis upon which the job value & its
appropriate compensation are set
• Relative job worth can be determined with this information
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Job Analysis - Introduction
Purpose/Use : (contd.)
• Performance Appraisal
– Job analysis includes information about the jobs
performance standards
– Performance appraisal compared employees actual
performance against these standards
– Job Analysis can be used in performance review to
identify or develop:
• goals and objectives
• performance standards
• evaluation criteria
• length of probationary periods
• duties to be evaluated
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Job Analysis - Introduction
Purpose/Use : (contd.)
– Discovering unassigned duties
• Job analysis can also help reveal unassigned duties
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Job Analysis - Introduction
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Job Analysis - Introduction
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Job Analysis - Introduction
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Job Analysis - Introduction
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Job Analysis - Introduction
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Job Analysis - Introduction
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Job Analysis - Introduction
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