Job analysis

and

Job description
Lecture Outlines (a)
 Job analysis

It is a process of getting detailed information

about the job.
Job analysis is a technical procedure that is used
to define;
 the particular job duties and requirements,
 responsibilities and accountabilities,
 skills and personal qualities,
required to perform the job satisfactorily.
 Simply;

Job analysis is the process of studying

specific jobs, to gather related
information, analyze, synthesize and
report information about the job’s
responsibilities and requirements and the
conditions under which job is performed
 Uses of job analysis

 Preparation of job description/contents and job

specifications
 Serves as a basis for orienting and training
employees regarding their specific duties
 It is used in job evaluation
 It clarifies lines of responsibility and authority
amongst different levels of management
 It provides a method of comparing rates of jobs (
wage and salary survey
 Steps of job analysis

 Identifying the job completely and

accurately
 Describing the task of the job
 Indicating the requirements for its
successful performance
 Method of job analysis

 observation method

Individuals interview method •

Group interview methods •

Structured questionnaire methods •

Technical conference methods •

Diary method •
 Lecture Outlines (b)

 Job description

 Elements of Job description

 Job specifications

 Job evaluation
 Job description

It is a written summery of tasks, duties

and responsibilities.
A set of statement based on standards
of practice that comprises the
employees contract with institution. It
lists the expected behavior of an
employee.
 Elements of job description

1- Job title
2- Date
3 – Requirements
A- position requirement
B- professional requirement

4- Position summary
 Principles of writing up effective job
description
 Arrange duties and responsibilities in
logical orders.
 State duties and responsibilities clearly
and concisely

 Limit the use of the word ''may''

 Be specific to show kind of work,

complexity, skills required, and use action
words as analyze, gather….
 Change and updating the job
description.

 Whenever significant changes are

introduced into the requirements and
responsibilities.
 When many changes in the dynamic
environment of health care agency.
 Many organizations schedule a
periodic audit of all jobs to updating
job description
 Job specification

 It is the personal qualifications,

skills, physical and mental
demands required for effective
performance .

Job specification is derived from job analysis and job

description.
 Ways of developing job specification

1-The more popular approach is to base them

on educated guesses of people like
supervisors or personnel manager

2-The second method is more accurate and is

based on statistical analysis . .
 Job Evaluation

A systematic method of appraising the worth

or value of each job in relation to all other
jobs in the same organization.
It built upon job analysis and job description
 Purposes of job evaluation

1-To identify factors or conditions that place

one job higher than another in a value
hierarchy.
2-To determine the relative worth of each job
as a basis for equitable pay differentials.
End;