Download VTU (Visvesvaraya Technological University) MBA 3rd Semester (Third Semester) 16MBAHR302-Recruitment and Selection Job Analysis Chapter 1 Important Lecture Notes (MBA Study Material Notes)
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
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DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
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DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
Using FJA, judgements about the jobs are based on
at least two premise
q All jobs require worker to deal, in some degree
with people(client, customer, co-workers),Data
and things
q The tasks a worker performance in relation to
people, data, things can be measured by rating
scales
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
Using FJA, judgements about the jobs are based on
at least two premise
q All jobs require worker to deal, in some degree
with people(client, customer, co-workers),Data
and things
q The tasks a worker performance in relation to
people, data, things can be measured by rating
scales
Application:
? Identification of organizational goals-
? What should be & what are the current goals
? Identification and description of tasks-tasks
defined as actions.
? Analyse of tasks-using 7 scales
? 3 worker function scales
? Worker instruction scale
? Reasoning, mathematics and language
? Development of performance standard
? Development of training content
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
Using FJA, judgements about the jobs are based on
at least two premise
q All jobs require worker to deal, in some degree
with people(client, customer, co-workers),Data
and things
q The tasks a worker performance in relation to
people, data, things can be measured by rating
scales
Application:
? Identification of organizational goals-
? What should be & what are the current goals
? Identification and description of tasks-tasks
defined as actions.
? Analyse of tasks-using 7 scales
? 3 worker function scales
? Worker instruction scale
? Reasoning, mathematics and language
? Development of performance standard
? Development of training content
Advantages:
? Provide concise task description
? Permits comparisons of tasks across jobs
? Provides precisions in identifying worker activities
? Provide a standardised vocabulary for describing jobs
Disadvantages:
? Impose a restrictive approach to defining work and
conceptualizing tasks
? FJA is time consuming
? Relatively inflexible
? Forces all activities into small numbers of category
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
Using FJA, judgements about the jobs are based on
at least two premise
q All jobs require worker to deal, in some degree
with people(client, customer, co-workers),Data
and things
q The tasks a worker performance in relation to
people, data, things can be measured by rating
scales
Application:
? Identification of organizational goals-
? What should be & what are the current goals
? Identification and description of tasks-tasks
defined as actions.
? Analyse of tasks-using 7 scales
? 3 worker function scales
? Worker instruction scale
? Reasoning, mathematics and language
? Development of performance standard
? Development of training content
Advantages:
? Provide concise task description
? Permits comparisons of tasks across jobs
? Provides precisions in identifying worker activities
? Provide a standardised vocabulary for describing jobs
Disadvantages:
? Impose a restrictive approach to defining work and
conceptualizing tasks
? FJA is time consuming
? Relatively inflexible
? Forces all activities into small numbers of category
JOB ELEMENT METHOD (JEM)
? Developed by Ernest Prim off
? Worker oriented process designed to identify the
characteristic of superior workers on a job.
? It is used primarily with lesser skilled workers
and industrial occupations.
? This method attempts to identify the
characteristic of satisfactory workers ( job
element)
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
Using FJA, judgements about the jobs are based on
at least two premise
q All jobs require worker to deal, in some degree
with people(client, customer, co-workers),Data
and things
q The tasks a worker performance in relation to
people, data, things can be measured by rating
scales
Application:
? Identification of organizational goals-
? What should be & what are the current goals
? Identification and description of tasks-tasks
defined as actions.
? Analyse of tasks-using 7 scales
? 3 worker function scales
? Worker instruction scale
? Reasoning, mathematics and language
? Development of performance standard
? Development of training content
Advantages:
? Provide concise task description
? Permits comparisons of tasks across jobs
? Provides precisions in identifying worker activities
? Provide a standardised vocabulary for describing jobs
Disadvantages:
? Impose a restrictive approach to defining work and
conceptualizing tasks
? FJA is time consuming
? Relatively inflexible
? Forces all activities into small numbers of category
JOB ELEMENT METHOD (JEM)
? Developed by Ernest Prim off
? Worker oriented process designed to identify the
characteristic of superior workers on a job.
? It is used primarily with lesser skilled workers
and industrial occupations.
? This method attempts to identify the
characteristic of satisfactory workers ( job
element)
Applications:
? Selecting a panel of raters / agents
? Developing job elements and sub elements
? Rating job elements and sub elements
? Analysing JEM data
? Amplifying sub element definitions
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
Using FJA, judgements about the jobs are based on
at least two premise
q All jobs require worker to deal, in some degree
with people(client, customer, co-workers),Data
and things
q The tasks a worker performance in relation to
people, data, things can be measured by rating
scales
Application:
? Identification of organizational goals-
? What should be & what are the current goals
? Identification and description of tasks-tasks
defined as actions.
? Analyse of tasks-using 7 scales
? 3 worker function scales
? Worker instruction scale
? Reasoning, mathematics and language
? Development of performance standard
? Development of training content
Advantages:
? Provide concise task description
? Permits comparisons of tasks across jobs
? Provides precisions in identifying worker activities
? Provide a standardised vocabulary for describing jobs
Disadvantages:
? Impose a restrictive approach to defining work and
conceptualizing tasks
? FJA is time consuming
? Relatively inflexible
? Forces all activities into small numbers of category
JOB ELEMENT METHOD (JEM)
? Developed by Ernest Prim off
? Worker oriented process designed to identify the
characteristic of superior workers on a job.
? It is used primarily with lesser skilled workers
and industrial occupations.
? This method attempts to identify the
characteristic of satisfactory workers ( job
element)
Applications:
? Selecting a panel of raters / agents
? Developing job elements and sub elements
? Rating job elements and sub elements
? Analysing JEM data
? Amplifying sub element definitions
REPERTORY GRID
? Developed by George kelly, take place in the form
of interview
? Main focus of this method is to understand the
perception of the individuals about the job they
are performing
? Grid is created on the basis of thoughts of job
holders for the job.
? Useful in identifying high quality performers
with low quality performer
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
Using FJA, judgements about the jobs are based on
at least two premise
q All jobs require worker to deal, in some degree
with people(client, customer, co-workers),Data
and things
q The tasks a worker performance in relation to
people, data, things can be measured by rating
scales
Application:
? Identification of organizational goals-
? What should be & what are the current goals
? Identification and description of tasks-tasks
defined as actions.
? Analyse of tasks-using 7 scales
? 3 worker function scales
? Worker instruction scale
? Reasoning, mathematics and language
? Development of performance standard
? Development of training content
Advantages:
? Provide concise task description
? Permits comparisons of tasks across jobs
? Provides precisions in identifying worker activities
? Provide a standardised vocabulary for describing jobs
Disadvantages:
? Impose a restrictive approach to defining work and
conceptualizing tasks
? FJA is time consuming
? Relatively inflexible
? Forces all activities into small numbers of category
JOB ELEMENT METHOD (JEM)
? Developed by Ernest Prim off
? Worker oriented process designed to identify the
characteristic of superior workers on a job.
? It is used primarily with lesser skilled workers
and industrial occupations.
? This method attempts to identify the
characteristic of satisfactory workers ( job
element)
Applications:
? Selecting a panel of raters / agents
? Developing job elements and sub elements
? Rating job elements and sub elements
? Analysing JEM data
? Amplifying sub element definitions
REPERTORY GRID
? Developed by George kelly, take place in the form
of interview
? Main focus of this method is to understand the
perception of the individuals about the job they
are performing
? Grid is created on the basis of thoughts of job
holders for the job.
? Useful in identifying high quality performers
with low quality performer
Process:
Elicit Objectives of the Job
Specifying the Job Incumbents
Ranking the Job Incumbents
Shuffle Cards which are Marked 1-10
Draw 3 Cards at Random from the Pack
Ask the Question
Note down on Repertory Grid Form
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
Using FJA, judgements about the jobs are based on
at least two premise
q All jobs require worker to deal, in some degree
with people(client, customer, co-workers),Data
and things
q The tasks a worker performance in relation to
people, data, things can be measured by rating
scales
Application:
? Identification of organizational goals-
? What should be & what are the current goals
? Identification and description of tasks-tasks
defined as actions.
? Analyse of tasks-using 7 scales
? 3 worker function scales
? Worker instruction scale
? Reasoning, mathematics and language
? Development of performance standard
? Development of training content
Advantages:
? Provide concise task description
? Permits comparisons of tasks across jobs
? Provides precisions in identifying worker activities
? Provide a standardised vocabulary for describing jobs
Disadvantages:
? Impose a restrictive approach to defining work and
conceptualizing tasks
? FJA is time consuming
? Relatively inflexible
? Forces all activities into small numbers of category
JOB ELEMENT METHOD (JEM)
? Developed by Ernest Prim off
? Worker oriented process designed to identify the
characteristic of superior workers on a job.
? It is used primarily with lesser skilled workers
and industrial occupations.
? This method attempts to identify the
characteristic of satisfactory workers ( job
element)
Applications:
? Selecting a panel of raters / agents
? Developing job elements and sub elements
? Rating job elements and sub elements
? Analysing JEM data
? Amplifying sub element definitions
REPERTORY GRID
? Developed by George kelly, take place in the form
of interview
? Main focus of this method is to understand the
perception of the individuals about the job they
are performing
? Grid is created on the basis of thoughts of job
holders for the job.
? Useful in identifying high quality performers
with low quality performer
Process:
Elicit Objectives of the Job
Specifying the Job Incumbents
Ranking the Job Incumbents
Shuffle Cards which are Marked 1-10
Draw 3 Cards at Random from the Pack
Ask the Question
Note down on Repertory Grid Form
OTHER METHODS
? Checklist ? employee is given a list of task statement
and he has to simply check the task performed by him.
? Observation- provide clear job description as the
analyst personally observe the performance of the
employees and the working conditions
? Self recoding dairy- systematic way of collecting data
regarding the job responsibilities and time taken to
perform these duties.
? Occupational information network (O-NET)-provide
accurate and reliable information about any job
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
Using FJA, judgements about the jobs are based on
at least two premise
q All jobs require worker to deal, in some degree
with people(client, customer, co-workers),Data
and things
q The tasks a worker performance in relation to
people, data, things can be measured by rating
scales
Application:
? Identification of organizational goals-
? What should be & what are the current goals
? Identification and description of tasks-tasks
defined as actions.
? Analyse of tasks-using 7 scales
? 3 worker function scales
? Worker instruction scale
? Reasoning, mathematics and language
? Development of performance standard
? Development of training content
Advantages:
? Provide concise task description
? Permits comparisons of tasks across jobs
? Provides precisions in identifying worker activities
? Provide a standardised vocabulary for describing jobs
Disadvantages:
? Impose a restrictive approach to defining work and
conceptualizing tasks
? FJA is time consuming
? Relatively inflexible
? Forces all activities into small numbers of category
JOB ELEMENT METHOD (JEM)
? Developed by Ernest Prim off
? Worker oriented process designed to identify the
characteristic of superior workers on a job.
? It is used primarily with lesser skilled workers
and industrial occupations.
? This method attempts to identify the
characteristic of satisfactory workers ( job
element)
Applications:
? Selecting a panel of raters / agents
? Developing job elements and sub elements
? Rating job elements and sub elements
? Analysing JEM data
? Amplifying sub element definitions
REPERTORY GRID
? Developed by George kelly, take place in the form
of interview
? Main focus of this method is to understand the
perception of the individuals about the job they
are performing
? Grid is created on the basis of thoughts of job
holders for the job.
? Useful in identifying high quality performers
with low quality performer
Process:
Elicit Objectives of the Job
Specifying the Job Incumbents
Ranking the Job Incumbents
Shuffle Cards which are Marked 1-10
Draw 3 Cards at Random from the Pack
Ask the Question
Note down on Repertory Grid Form
OTHER METHODS
? Checklist ? employee is given a list of task statement
and he has to simply check the task performed by him.
? Observation- provide clear job description as the
analyst personally observe the performance of the
employees and the working conditions
? Self recoding dairy- systematic way of collecting data
regarding the job responsibilities and time taken to
perform these duties.
? Occupational information network (O-NET)-provide
accurate and reliable information about any job
FirstRanker.com - FirstRanker's Choice
DEFINITION
? Edwin B.Flippo ? ? job analysis is the process of
studying and collecting information relating to
the operations and responsibilities of specific job?
? Donald ? Job analysis is a method of scientifically
dissecting a job in order to determine the
component elements and their influence upon the
length of learning period of the worker,
production and labour turnover?
ASPECTS OF JOB ANALYSIS
q JOB DESCRIPTION:
? Functional description of the contents
of what the job entails
? ?It is an organized factual statement of
duties and responsibilities of a specific
job
q Job specification:
? Statement of minimum acceptable
qualities necessary to perform a job
properly.
TWO TYPES OFJOB ANALYSIS
? Job requirement JA-based on 3 components
? KSA?s
? Job context
? Tasks
o Competency based
? General requirement of KSAO
KSAO
Human attributes have been commonly classified into four
categories:
v knowledge,
v skills,
v abilities,
v other characteristics (KSAO).
? Some KSA Samples
? Below are some KSA examples that may be asked by a hiring
agency in order to find the best candidate for a job role.
? Tell me about yourself
? What are your greatest strengths?
? What are your weaknesses?
? Describe your usual work day
? What kind of experience do you have related to this job role,
explain in detail
? What software are you proficient in?
FEATURES
? Organised way of collecting and
analysing information about a job.
? Job creation
? Linked to HR activities
? Re design jobs
NEED OF JOB ANALYSIS
? Procurement ?operative function of HR
? Right man to right job
? Establishment of standards
? Knowledge on job design, study of job duties and
responsibilities, requirements of job and human
attributes
USES AND PURPOSE OF JOB ANALYSIS
? HRP
? Recruitment & Selection
? Placement & Orientation
? Training & Development
? Performance Appraisal
? Job evaluation
? Health & Safety
o Industrial relations
o Personnel information
? Job design & Re-design
? Compensation & Benefits
USES AND PURPOSE OF JOB ANALYSIS
? Human resource planning ? JA is used for
determining knowledgeable and skilful human
resource requirement in an organisation
? Recruitment- help is identifying method and the
right time to recruit the people for the future
vacancies in the organisation.
? Selection ? JA help is selecting the best talent for
the specific job
? Placement and orientation
? Training ? To design training assessment JA is
required
USES AND PURPOSE OF JOB ANALYSIS
? Training & Development:
Useful for HR manager to know what a given job
demands from the incumbents in terms of
knowledge and skills and design training programs.
o Performance appraisal:
Job analysis facilitates performance appraisal as it
helps fix standards for performance in relation to
which the employee?s performance is compared and
assessed
Job evaluation: relative worth is determined
mainly on the basis of job description and job
specification
? Health and safety : The purpose of conducting a detailed
job analysis provides an excellent opportunity to uncover
and identify hazardous conditions and unhealthy
environmental factors.
? Personnel information: Organizations maintain
computerized personnel information systems. Job analysis
is vital for building such systems.
? Industrial relations:
Job analysis provides clear description about the job in terms
of skills, knowledge, abilities, qualifications, degree of risk etc.
that helps in resolving such disputes.
Job design & re-design:
In an organization, work design and work methods can be
improved with the help of information, provided by job
analysis.
? Compensation & Benefits
Job analysis provides necessary information for managing
compensation?of employees. It helps to rank the job in order
to determine pay surveys. Hence, it helps in compensation
decisions.
PROCESS OF JOB ANALYSIS
? Strategies
? Strategic choices in job analysis-
Employee Involvement
Level of details
When and how often
Past oriented vs future oriented
Sources of job data
? Collection of background information
? Organisation charts
? Class specification
? Job description
? Flow charts
JOB ANALYSIS PROCESS
? Selection of representative
position to be analysed
? Collection of job analysis
data
? Developing job description
? Developing job specification
? Developing employee
specification
Determination of Uses of Job Analysis
Strategic Choices in job analysis
Information collection
Information processing
Job description Job specification
ROLE OF MANAGER IN JOB ANALYSIS
? Completing job analysis
? Implementing job analysis results
A. Selecting applicants
B. Communicating job responsibilities
POTENTIAL PROBLEMS WITH JOB ANALYSIS
? Lack of support from Top Management
? Relies on single method for data collection
? Lack of Training / motivation
? Misrepresentation of information
? Non Involvement of supervisor and the employee
? Considered as a waste of time by managers and
supervisors
? Employee's fears
? Need to update gathered information
GUIDELINES FOR JOB ANALYSIS
? Job analysis must be continues process
? Individual and job based analysis
? Determination of minimum job requirement
? Use of various methods
METHODS OF JOB ANALYSIS
? Job Analysis Interview
? Job analysis Questionnaire
? Tasks expert workshop
? Position analysis questionnaire (PAQ)
? Subject expert workshop
? Critical incident technique (CIT)
? Fleishman Job analysis survey (F-JAS)
? Functional job analysis (FJA)
? Job Element method (JEM)
? Repertory grid
? Critical incident technique
? Job Analysis interview: trained analyst asking
questions about the duties and responsibilities,
KSAs (knowledge's, skills, and abilities) required,
and equipment and /or condition of employment
for a job or class of jobs
? Individual or group of individuals interviewed by
supervisor
Objectives: To collect the job information
To serve as a means for clarifying
To serve as a method of collecting job
data for developing a selection system
Types:
Structured interview: specific questions are
asked and means are available for recording
answers to these questions. Ex: Rating scale,
answer form etc.
Unstructured interview: collecting information
without specific list of questions developed prior to
the interview.
Advantages:
? Since the job holders are most familiar with the job
and can supplement the information obtained
through observation
? Workers know the specific duties of the job, and
supervisors are aware of the job?s relationship to
the rest of the organisation
? Most commonly used method and adaptable
? simple, quick and more comprehensive
? Generate information that never appears on
written documents
Disadvantage:
? Lack of Standardisation
? Time consuming
? Distortion in information
? Not reliable as a sole method in selection
Job Analysis Questionnaire:
Questionnaire distributed to respondent who are
asked to make some form of judgement about job
information presented on the questionnaire.
It includes- activities or task, tools and equipment
used to perform the job, working condition, KSA?s
or other characteristics incumbents need to
perform the job successfully.
Types of JA questionnaire:
q Tailored questionnaires: developed for a specific purpose or a
specific job
q Prefabricated or existing questionnaire: are usually generic
measure developed for use with a variety of jobs. Some
examples:
Common Metric questionnaire
Professional and managerial position questionnaire
Management position description questionnaire
Managerial and professional job function inventory
Position analysis
Threshold traits analysis system
Occupation analysis inventory
Personality related position requirements form
Advantages:
? It can pool the response of numerous job
incumbents and compare job analysis across
many jobs, using standard set of common
dimensions
? Generate quick and useful information
? Trained interviewer is not required
? Less expensive
? Data are standardised because it is structured
carefully
Disadvantages:
? Time consuming
? May provide inaccurate information due o
tendency of overstate the importance of the jobs
? Employees sentiments
Task Analysis inventory:
? Is a questionnaire principally composed of a
listing of tasks for which respondents make some
form of judgement.
? Way to identifying KSA?s required for a job
? Used on developing appraisal form, writing job
descriptions, identifying suitable test selection.
Steps in Task Analysis inventory:
? Interview
? Survey
? Generation of a task by KSA matrix
Advantages:
? Provide better information about the jobs within a
specific occupational filed
? Can be used to develop JD and performance appraisal
forms and also to develop appropriate selection tests.
? useful in design of training programs
Disadvantages:
? Few employees are involved so it is expensive
? Cannot be used to compare the jobs in different fields
? May not identify workers characteristic that are
important
Position Analysis Questionnaire (PAQ)
? ?developed by McCormick, Jeanneret, and Mecham (1972)
? PAQ is a standardised, structured questionnaire containing
195 elements..
? 187-work situations
? 7- compensation issues
? 1-deals with exempt or non-exempt status of position to be
analysed
? They fall into 5 categories
? Information Input
? Mental processes
? Work output
? Relation with other person
? Job context
? Other
? Worker oriented & easily quantifiable
6 rating scales in PAQ
? Extent of use: The degree to which an item is used
by the worker
? Amount of time: The proportion of time spent doing
something
? Importance to this job: importance of an activity
specified by the item in performing the job
? Possibility of occurrence: the degree to which there
is a possibility of physical hazards on the job
? Applicability ? whether an item applies to the job
? Special code- special rating scales that are used with
a particular item on the PAQ
Activities in PAQ:
? Information input
? Mental process
? Work output
? Relationship with other people
? Job context
? Other job characteristic
Application of PAQ:
? Selecting and training agents to analyse the jobs
? Selecting a person to provide job information
? Analysing the job selected
? Analysing PAQ data
Advantages:
? It is structured to allow for easy quantifications
? Can take better and quick decisions
? Taxonomic approach (predetermined approach) of
the PAQ makes comparison of jobs relatively easy.
Disadvantages:
? Taxonomic approach
? Educational qualification of agents and
interviewer
SUBJECT MATTER EXPERT WORKSHOP
? Consists of group of 10 to 20 job incumbent who work
with a group leader to produce a job analysis.
? Participants are selected for their knowledge of the
job.
Steps involved :
? Selecting and preparing SME.
? Identifying and rating job tasks
? Identifying an rating KSA?s
? Judging selection measures ? Job content relevance.
Advantages:
? Accurate information
? Comprehensive in nature
? It is flexible and adaptable for any other job
analysis
Disadvantages:
? Lengthy process
? Time consuming
? Creating consensus is difficult
CRITICAL INCIDENT TECHNIQUE
? Developed by Flanagan
? Initially developed to gather information to
determine training and develop performance
appraisal forms.
? Generate the list of especially good and
poor(critical) examples of performance
(incidents)
? The objective is to gather information regarding
specific behaviours that actually have been
observed not to gather judgemental or trait
oriented descriptions of performance
Definitions: According to Abbott & Schuster ? simply,
critical incident involve the collection of observations of
employees behaviours that are been effective and
inefficient?
? The critical incident technique of job analysis is used to
identify work behaviours that classify in good an poor
performance?
Main sources:
? Workers
? Co-workers
? Supervisors
? Managers
? Customer
? External and internal suppliers
Steps:
? Prepare critical incident
? Obtain materials
? Gather facts
? Analyse
? Interpret
Advantages:
? Data is directly collected from the respondent
? Focus on extraordinary is helpful
? Does not force respondent into any given
framework
? Flexible method
? Inexpensive
? Identify rare events
? Useful when problems occur but the cause and
severity are not known
Disadvantage:
? Respondents may be reluctant to express
incidents that reflect badly on themselves
? CIT are recorded after event taken place.
? Lengthy process
FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)
? F-jas was developed by Edwin Fleishman to help
identify worker specifications for a job or task.
? It is worker oriented approach
? Consists of behaviourally anchored rating scales
for 52 abilities in to 4 categories.
? Cognitive
? Psychomotor
? Physical
? Sensory/perceptual
Application:
? Determining level of analysis
? Selecting job agents
? Rating ability levels for each task
? Analysing the result
? Selecting tests
Advantages:
? Straightforward and easy to adopt
? Easy to understand the easy to administered
? Inexpensive
? Suitable for government, industrial and service
sectors
? Provide clear information on relevant abilities
and skill required to perform a tasks
Disadvantages:
? Not useful for job classification
? It is subjective
FUNCTIONAL JOB ANALYSIS (FJA)
? Is a worker oriented job analysis approach which
attempts to describe the whole person on the job.
? Two tasks information's are obtained:
What a worker does
Job are performed in relation to things, data and
people.
Behaviour of employees has to be determined.
How a task is performed in context of physical,
mental, and interpersonal involvement of the
workers with the task.
Level of difficulty-data, things and people-
represented by rating scale
Using FJA, judgements about the jobs are based on
at least two premise
q All jobs require worker to deal, in some degree
with people(client, customer, co-workers),Data
and things
q The tasks a worker performance in relation to
people, data, things can be measured by rating
scales
Application:
? Identification of organizational goals-
? What should be & what are the current goals
? Identification and description of tasks-tasks
defined as actions.
? Analyse of tasks-using 7 scales
? 3 worker function scales
? Worker instruction scale
? Reasoning, mathematics and language
? Development of performance standard
? Development of training content
Advantages:
? Provide concise task description
? Permits comparisons of tasks across jobs
? Provides precisions in identifying worker activities
? Provide a standardised vocabulary for describing jobs
Disadvantages:
? Impose a restrictive approach to defining work and
conceptualizing tasks
? FJA is time consuming
? Relatively inflexible
? Forces all activities into small numbers of category
JOB ELEMENT METHOD (JEM)
? Developed by Ernest Prim off
? Worker oriented process designed to identify the
characteristic of superior workers on a job.
? It is used primarily with lesser skilled workers
and industrial occupations.
? This method attempts to identify the
characteristic of satisfactory workers ( job
element)
Applications:
? Selecting a panel of raters / agents
? Developing job elements and sub elements
? Rating job elements and sub elements
? Analysing JEM data
? Amplifying sub element definitions
REPERTORY GRID
? Developed by George kelly, take place in the form
of interview
? Main focus of this method is to understand the
perception of the individuals about the job they
are performing
? Grid is created on the basis of thoughts of job
holders for the job.
? Useful in identifying high quality performers
with low quality performer
Process:
Elicit Objectives of the Job
Specifying the Job Incumbents
Ranking the Job Incumbents
Shuffle Cards which are Marked 1-10
Draw 3 Cards at Random from the Pack
Ask the Question
Note down on Repertory Grid Form
OTHER METHODS
? Checklist ? employee is given a list of task statement
and he has to simply check the task performed by him.
? Observation- provide clear job description as the
analyst personally observe the performance of the
employees and the working conditions
? Self recoding dairy- systematic way of collecting data
regarding the job responsibilities and time taken to
perform these duties.
? Occupational information network (O-NET)-provide
accurate and reliable information about any job
FirstRanker.com - FirstRanker's Choice
This post was last modified on 18 February 2020