CHAPTER 3

CHAPTER 3 : JOB ANALYSIS

3.1 UNDERSTAND JOB ANALYSIS PROCESS

DEFINITION:
Process of obtaining information about jobs. It is information about tasks (job description) and the personal characteristics such as education and training (job specification).


DIFFERENCES OF JOB DESCRIPTION (JD) AND JOB SPECIFICATION (JS):

JOB DESCRIPTION (JD)
It is written statement that defines the duties, title of immediate supervisor, job purpose statements, use of tools, training needs and general information relating to the work.

JOB SPECIFICATION (JS)
It is an analysis of the type of people needed to do the job, that is, it lists the qualifications.


DIFFERENCE BETWEEN JOB DESIGN, JOB ENLARGEMENT, JOB RELATION AND JOB ENRICHMENT:

JOB DESIGN
- It is the process of work arrangement aimed at reducing or overcoming job dissatisfaction.
- Job enlargement, job enrichment, and job rotation are the techniques used in job design.

JOB ENLARGEMENT
- Increasing the scope of a job through extending the range of tasks at the same level.

JOB RELATION
- It is a technique of moving employees to various structures and department to promote experience and skills.

JOB ENRICHMENT
- It means giving an employee additional responsibilities previously reserved for his manager or other higher-ranking positions.

USES OF JOB ANALYSIS
-Human Resource planning - counseling - Recruitment - Employee Safety
-Selection - Performance Appraisal -Training - Job evaluation
-Placement and orientation - Job design and redesign

3.2 UNDERSTAND JOB ANALYSIS

STEPS INVOLVES IN CONDUCTING JOB ANALYSIS:
1) Planning the job analysis - Manager must identify the job to be analyzed.
2) Preparing and communicating the job analysis - Determine which data to collect and how to collect the data either to use interviewing,
questionnaires or others.
3) Conducting the job analysis - Gather job analysis data and review & compile data.
4) Developing a job description (JD) and job specification (JS) - Draft JD and JS, review with managers.

3.3 EXPLAIN JOB ANALYSIS APPROACHES
It is generally recognized that a multi-method approach to do a job analysis.

QUALITATIVE APPROACH
Gathering information generally done in interviews, open-ended questions.
• Interviews
• Surveys
• Observations
• Journals and records


QUANTITATIVE APPROACH
Gathering information surveys a large number of individuals and applies statistical techniques.

• Functional Job Analysis (FJA):
  Method of job analysis developed by the Employment and Training Administration of the United       States Department of Labor.

• Position Analysis Questionnaires:
  Structures questionnaire is usually a computerized analysis using McCormick Position Analysis         Questionnaire (PAQ), Inventory Component Work(JCI) or SHL Work Profiling System (WPS) in
  order to analyze data.

• Critical Incident Method:
  Trained interviews will interviewed some critical incidents which are related in achieving work
  objective.

3.4 UNDERSTAND THE USE OF JOB ANALYSIS INFORMATION TO HUMAN RESOURCE MANAGEMENT

THE IMPORTANCE OF JOB ANALYSIS INFORMATION TO THE ORGANIZATION:
Recruitment & selection, compensation, performance appraisal, training and discovering unassigned duties.