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- Job Analysis: A Practical Guide...
Job Analysis: A Practical Guide [FREE Templates]
Did you know that job analysis is a powerful tool for improving job and organizational performance ? A proactive and strategic approach to job analysis will help your business thrive in the competitive market.
What is job analysis?
- Guide the recruitment and selection process: The analysis can inform the development of job postings, interview questions, and selection criteria to ensure candidates are well-suited for the role.
- Determine where jobs fit within the overall organizational structure: And understand how they relate to one another.
- Design and redesign jobs: Modifying job roles to improve efficiency, employee satisfaction, and adaptability to changing organizational needs.
- Support compensation and benefits decisions: Providing a basis for determining appropriate salary levels, benefits, and incentives based on job complexity and requirements.
- Duties and tasks: The type, frequency, and complexity of performing specific duties and tasks.
- Environment: Work environment, such as temperatures, odors, and hostile people.
- Tools and equipment: Tools and equipment used to perform the job successfully.
- Relationships: Relationships with internal and external people.
- Requirements: Knowledge, skills, and capabilities required to perform the job successfully.
| A collection of similar positions. | ‘Receptionist’ | |
| A set of duties, tasks, activities, and elements to be performed by a single worker. | Melinda, the receptionist who mostly works night-shifts | |
| Collections of tasks directed at general job goals. A typical job has 5 to 12 duties. | Hospitality activities for visitors | |
| Collections of activities with a clear beginning, middle, and end. A job has 30 to 100 tasks. | Welcoming guests and guiding them to the waiting room | |
| Clusters of elements directed at fulfilling work requirements. | Pushing the intercom button to open the door | |
| Smallest identifiable unit of work. | Answering the phone |
Types of job analysis data
- Work activities: Data on the specific activities that make up a job.
- Worker attributes: Data on the qualities that workers need to do the job.
- Work context: Data on the internal and external environment of the job.
The purpose of a job analysis
| HR uses the output of the job analysis as input for a job description. A is an internal document that specifies the requirements for a new position, including the required skills, role in the team, personality, and capabilities of a suitable candidate. Creating a job description using data from a job analysis helps you place the right people in the right roles. | |
| is the process of placing one or more jobs into a cluster or family of similar positions. Data from job analysis is critical in job classification because it considers the duties, responsibilities, scope, and complexity of a job. The goal is to set pay rates and use the information in . | |
| is the process of determining the relative rank of different jobs in an organization. The purpose is to create and . The rank of a job depends on the responsibility and duties assigned. For example, senior positions have higher performance and capability requirements. The job analysis helps understand these job characteristics. | |
| is the process of creating a job that adds value to the company and is motivating to the employee. One of the characteristics of a motivating job includes skill variety, i.e., the degree to which a job requires a broad array of skills. Job analysis helps you determine the skill variety of a job. | |
| HR can use the job analysis outcome to set the minimum qualifications or requirements of roles in the organization. This is also helpful in recruitment. | |
| The job analysis provides input for the of the individual performing the job. To evaluate an employee’s performance, you need to understand the role requirements first. Job analysis can determine these details. | |
| Job analysis forms the basis of the . Once you identify the knowledge, skills, abilities, and other characteristics, you can quickly identify training needs or skill gaps and train your employees. | |
| People and jobs should fit together. Job analysis is useful in identifying the knowledge, skills, abilities, and other characteristics required for a role, which you can then match with an internal or external hire. | |
| You can use job analysis to improve efficiency at work by analyzing activities and optimizing how people in the role perform them. | |
| Job analysis can identify hazardous behaviors and working conditions that increase the chance of accidents and injury, leading to a safer working environment. | |
| Job analysis helps plan for the workforce of the future. It helps identify knowledge, skills, abilities, and other characteristics with future work demands. This enables the creation of a for a role or department. | |
| Federal and national law can apply to working conditions, health, hiring, training, pay, promotion, and firing employees. Job analysis can be a tool to ensure all activities in a role comply with the regulations. |
Why is job analysis important?
- Create detailed and accurate job postings that attract the skills and competencies you need.
- Improve decision-making when recruiting and hiring new employees by easily tracking candidates with the required qualities and qualifications for the job.
- Develop the job roles in line with evolving organizational needs and stay competitive in the changing business environment.
- Develop effective employee development plans by identifying the skills the employees lack to perform a job successfully.
- Plan and conduct more effective performance reviews based on a good understanding of the duties and nature of the job. It will improve employee performance and engagement.
- Determine the content of a job and its value to the company to offer fair compensation packages .
- Assess risks associated with a job and implement safety measures to avoid safety violations.
Job analysis methods
Critical incident technique (cit).
- A description of the context and circumstances leading up to the incident.
- The behaviors of the employee(s) during the incident.
- The consequences of the behaviors and their broader impact.
Task inventory (TI)
| Answering the intercom when the doorbell rings | 300/day | Medium | Low |
| Welcoming guests and guiding them to the waiting room | 120/day | Medium | Low |
| Providing guests with a drink | 80/day | Low | Low |
| Answering questions from visitors | 30/day | High | Medium |
| Managing expectations about waiting times | 30/day | Medium | High |
| Receiving and handling complaints | 6/day | High | Very high |
Functional job analysis (FJA)
- “Things” – Physical objects and tools involved in the job
- “Data” – Information, facts, and figures the employee works with
- “People” – Interactions and communications with others
- Threshold Traits Analysis
- Ability Requirements Scales
- Position Analysis Questionnaire
- Job Elements Method
Job analysis process steps
1. the job analysis purpose, 2. the job analysis method.
3. Gathering data
| Observational data is considered the most neutral form of data collection as it (supposedly) does not interrupt normal performance. The job analyst observes the person doing the job in real life or on video. Observational data can describe activities based on the chosen unit of analysis (see the Table above). Mere observation can already influence the way individuals conduct the job, a well-known example being the . | |
| Interviews are a key way to gather data, which can be used in combination with observational and questionnaire data. Based on the data, the job analyst asks specific questions. Interviews should be well-prepared and carefully conducted. Here again, the interviewer can focus on the different units of analysis to identify duties, tasks, activities, and work elements. | |
| The job analyst can administer a questionnaire with questions about job duties, responsibilities, equipment, work relationships, and work environment. The job analysis questionnaire can be self-designed or off-the-shelf, with the best-known example being the . | |
| The employee records their daily activities, the time spent on each, and the urgency of each activity. This log forms the basis for analyzing the job. |
4. Analysis
| 1. Answering the intercom | 4.3 | 0.5 | 49 | 0.1 |
| 2. Welcoming guests and seating them | 4.0 | 0.6 | 48 | 0.1 |
| 3. Providing refreshments to guests | 3.7 | 1.2 | 20 | 0.3 |
| 4. Answering questions from visitors | 3.2 | 1.6 | 32 | 0.3 |
| 5. Managing expectations about visitor waiting time | 2.5 | 2 | 12 | 0.6 |
Job analysis questionnaire
Job analysis examples, 1. sales job analysis example.
| Sales Representative | |
| Full-time employee | |
| Sales | |
| Mill Creek, Washington | |
| Level I | |
| Ensures current customers have the products and services they need. Identifies and pursues new markets and customer leads and pitches prospective customers. Follows a sales process that involves contacting prospects, following up, presenting products and services, and closing sales. Creates weekly, monthly, and quarterly sales reports and projections. Meets annual sales goals. | |
| – Generate leads – Create client lists – Contact prospects and negotiate with them – Follow up with prospects and existing customers – Close sales – Maintain client records – Create and present sales reports | |
| – Desktop office programs proficiency – Proficiency in CRM – Good customer service and interpersonal skills – Good communication skills | |
| – Reports directly to the national sales manager – No one reports to this position – Must attend yearly sales meeting | |
| – Bachelor’s degree in business, finance, marketing, economics, or a related field – At least five years of sales experience | |
| – Adapts to changing customer needs and expectations – Adapts to market changes – Can confidently make hundreds of cold calls a week – Able to work comfortably in a fast-paced environment | |
| – High-volume office setting – Sitting at a desk for most of the day – Travel to meet clients | |
| – Washington state driver’s license – National Association of Sales Professionals’ Certified Professional Sales Person – American Association of Inside Sales Professionals’ Certified Inside Sales Professional | |
| – Grow referral-based sales by 10% per year – Grow market channel penetration by 12% in the first year | |
| – Train at least one new junior sales associate |
2. Entry-level job analysis example
| Assistant Editor | |
| Full-time employee | |
| Book production | |
| Malibu, California | |
| Level III | |
| Assists the Editor-in-Chief and publisher in developing and delivering manuscripts. Reviews and proofreads manuscripts. Conceptualizes and pitches stories. Supports the Editor-in-Chief and coordinates with other departments, such as production and sales. Writes press releases and markets new books. Finds new authors. | |
| – Perform editorial duties to support the Editor-in-Chief – Find and contact new authors – Review and make changes to documents – Attend signings, readings, and book launches | |
| – Desktop publishing software proficiency – Good time management – Ability to multitask – Good interpersonal skills – Good communication skills | |
| – Reports to the Editor-in-Chief and publisher – No one reports to the Assistant Editor | |
| – Bachelor’s degree in English, literature, journalism, or a related field | |
| – Ability to read fast and identify errors and flow – Strong writing and reading skills – Ability to work on multiple projects simultaneously – Thriving on deadlines | |
| – Fast-paced office setting – Sitting at a desk for most of the time – Travel to book events 50% of the time | |
| – California state driver’s license – A member of the American Copy Editors Society | |
| – Reduce time to complete projects by 15% – Identify innovative programs to improve editing | |
| – Find at least ten new good authors every year – Train interns |
Job description vs job analysis
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Top 5 Job Analysis Example Templates With Samples
Pooja Kataria
“You don’t build a business, you build people, and then people build the business,” Zig Ziglar, the world-renowned salesperson, was fond of using this quote of his.
Yes, we all agree. The fundamental question, however, remains, how do you find the right people for the job?
As a business grows, roles change and there is a need to reevaluate expectations. This is done to adjust to newer requirements and enhance operational performance and get the desired result.
Describing a job well with the skills and qualifications it requires is a priceless skill. It helps identify and allocate the roles and responsibilities correctly, with the final result being that you hire a suitable employee. Technically, doing all of this is the functional area of job analysis.
It is the structural understanding of a job process, identifying its nature, and showcasing the need of the job. It decides the timeline needed, resources required, and cost efficiency that any job role demands.
Job analysis examines roles and responsibilities of an existing employee and the need to hire a new employee. It also plays a crucial role in updating the job process and maintaining performance. It helps organizations in understanding their strengths and weaknesses to make changes to ultimately arrives at the best practices in job analysis; then, mapping talent to jobs becomes a cakewalk.
With this competency full developed, employers can evaluate and plan timeframes and processes to ensure this efficient workflow.
Job Analysis is business tool for expansion
Job analysis plays a critical role in a business’s expansion. To do it well, you must be able to present and share this analysis and results with relevant stakeholders. You must have the right PowerPoint Templates.
SlideTeam offers you Top 5 Job Analysis Example Templates with Samples from which you can choose.
The 100% customizable nature of the templates provides you with the desired flexibility to edit your presentations. The content ready slides give you the much-needed structure.
Let’s explore our Job Analysis templates and find the best one for your needs.
Template 1: Employee Job Analysis PowerPoint Template
Clear your job analysis explanation using this PPT Slideshow. This is a complete deck with details focusing on the job analysis planning form, developing job descriptions with correct specifications, and maintaining and updating the details. Evaluate job task and training needs analyses as well with this template feedback form.
Download this presentation to inspect employee job safety and performance for their respective roles and responsibilities with the well-researched, curated checklist.
Download Now!
Template 2: Job Analysis Model Based On Core Competency PPT Template
Core competency is a company’s expertise in skills or experience where it beats everybody else in the same business. It puts the company at an advantage in the market place. Using this slide, present the core competency model for analyses, which includes roles, areas of expertise, personal skills, and business management skills.
Template 3: Employee Job Analysis PowerPoint Template
This PPT Template includes job analyses for existing or new positions in an organization. It covers job positions with their duties and responsibilities, experience, and qualifications required. Download this readymade presentation for recruitment and selection process and display the designations available for job analysis. Make sure your requirements are crystal-clear to ensure everybody is committed to their tasks and roles.
Template 4: Job Analysis With Inputs, Position, And Outputs PPT Template
Increase audience engagement and knowledge by dispensing information using this job with inputs, positions, and output template. This slide covers the job analyses process including inputs, such as source of data and method of collecting data, purpose of roles and responsibilities, and output data with job description. Download this editable and adaptable template as the ultimate human resource guide for job analyses.
Template 5: One-page PPT Job Analysis Data Sheet Template
Here, we present an infographic PPT data sheet for job task analysis. This PowerPoint Template lets you explain this strategic and complex process in a manageable manner. This data sheet is a great tool to optimize a job role’s description for employees. Highlight the skills required along with task frequency and duration in this data assessment form. There is also room to mention safety measures related to the job role, also highlighting the environmental factors involved in the workplace with precautions, if any to be exercised.
CORRECT JOB ANALYSIS IS INDISPENSABLE
Job analysis is key to ensure that a company’s ability to operate well match its expansion, be it the number and talent of the employees or the number and requirements of the positions. Run and share this analysis well with our Job Analysis Example Templates.
FAQs On Job Analysis
What is job analysis, give an example.
Job analysis is the process of identifying and analyzing data- backed information for a job’s requirement in an organization. It is a systematic approach for hiring and training new employees and helps in identifying required skills and knowledge needed to execute a new task or project.
An example of job analyses is a list of job’s tasks with the roles and responsibilities, also mapping it to the skills and knowledge expected from an employee.
What are the major components of job analysis?
Job analysis, also known as job description, is the breakdown of necessary requirements and characteristics for a particular job. The four main components of a job analysis are:
- It must have a job title
- It should explain the job roles and duties
- It should mention required skills and qualifications
- It should include a short summary of the job
Remember, the idea is to find a perfect match between the job and person through scientific rigor and precision to ensure businesses face no staffing issues.
Why is job analysis important?
Job analysis is essential as it ensures the selection of the right candidate for the right job. It helps in deciding and analyzing the skills, qualifications, and knowledge of an employee to ease the selection process as well as decide the compensation of the employee in a fair manner. It helps employees in understanding what is expected of them and identifying areas where there is a chance for them to improve and be in a better position.
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Job Analysis
Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. Job analysis provides a way to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection between the tasks and competencies.
Job analysis data is used to:
- establish and document competencies required for a job;
- identify the job-relatedness of the tasks and competencies needed to successfully perform the job; and
- provide a source of legal defensibility of assessment and selection procedures.
Information from a job analysis can also be used to determine job requirements, training needs, position classification and grade levels, and inform other personnel actions, such as promotions and performance appraisals.
For in-depth, step-by-step instructions for conducting a job analysis, please refer to Appendix G in the Delegated Examining Operations Handbook .
Training Presentations
- Learn more about how to conduct a job analysis with this presentation.
- Need help getting started? This checklist goes over six steps to conducting a job analysis.
- Need to conduct a job analysis for multiple grades of the same series? You can save time by following the steps in this checklist for conducting job analysis across multiple grades .
Related Information
- Delegated Examining Operations Handbook
- Uniform Guidelines on Employee Selection Procedures
Job Analysis
What do you think of this template.
Product details
Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs.
Job analysis defines the organization of jobs within a job family. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation.
A relative value is placed on the differing factors described in the Zone Placement Matrix. All new and existing positions will be assigned to a job family and zone using the job analysis process. This process is designed to place positions into families and zones based upon assigned duties, qualifications and competencies as measured by the five criteria found in the Zone Placement Matrix.
Job analysis is a procedure through which you determine the duties and responsibilities, nature of the jobs and finally to decide qualifications, skills and knowledge to be required for an employee to perform particular job. Job analysis helps to understand what tasks are important and how they are carried on. Job analysis forms basis for later HR activities such as developing effective training program, selection of employees, setting up of performance standards and assessment of employees and employee remuneration system or compensation plan.
Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives. Effectively developed, employee job descriptions are communication tools that are significant in an organization’s success.
The main purpose of conducting job analysis is to prepare job description and job specification which would help to hire skilled workforce. Therefore, job analysis enables recruiter to have a deep insight of a job, with that, recruiter can easily track candidates who have required qualifications and qualities to perform a job.
An ideal job analysis should include are areas where job analyst should focus to bring out facts about a job – Duties and Tasks, Environment, Tools and Equipment, Relationships, Requirements.
This template will be useful for HR professionals and recruiting companies. You can use the slides in this template when preparing your hiring strategy. You can also use the slides of this template when preparing for events to create a personnel reserve in the company.
Company executives can use this template when preparing a staff motivation strategy. You can describe in detail the career opportunities for key positions in the company. University professors can use the slides of this template when preparing courses on personnel management or building a talent pool.
Job Analysis is a professional and modern template that contains six stylish and fully editable slides. If necessary, you can change all elements of the slide in accordance with your corporate requirements. This template will be useful for HR managers, recruiting companies and company executives. The Job Analysis Template will complement your presentations seamlessly and will be a great addition to your collection of professional presentations.
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How To Perform A Job Analysis (2024 Guide)
Updated: Apr 30, 2024, 10:36pm
Table of Contents
What is a job analysis, popular job analysis methods, how to perform an effective job analysis, frequently asked questions (faqs).
As jobs and industries evolve, employers must update their job descriptions to reflect their current needs. A job analysis defines the duties, responsibilities and skills required for a specific role. In this article, we’ll discuss the popular types of job analysis methods and how you can make your own.
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A job analysis provides an overview of the competencies, skills and responsibilities for a specific role. While a traditional job analysis may be less detailed, modern versions have more in-depth details about the position. Other than the aforementioned, some employers also include performance review criteria, onboarding processes, as well as short-term and long-term expectations.
Here’s a list of the sectors that rely on the job analysis:
- Career growth
- Compensation
- Offboarding
- Recruitment
An in-depth job analysis helps organizations create in-depth job descriptions and get managers and employees on the same page. It is also useful in defining the path job holders will take to move up in an organization and transition to higher-level positions. In the worst-case scenario, when an employee does not meet these expectations, the job analysis can serve as a guide for criticisms, performance reviews and job departures.
Let’s take a look at some of the most popular job analysis methods.
Questionnaire
Give open-ended questionnaires or highly structured questionnaires for employees and managers. These responses help HR managers determine the amount of time and the frequency with which specific activities are performed, as well as their level of importance to the team or organization.
Interview employees who held the position in the past. Because staff and supervisors may have an accurate overview of the job’s roles, you can also conduct interviews within departments or teams. Keep in mind that supervisors may have their own preferences and biases when defining the requirements to perform a specific position. As such, it’s essential to have more than one source of information.
Direct Observation
Direct observation can help form a clear picture of the amount of time it takes to perform a specific task. It is highly recommended for production jobs or part-time roles, as well as small businesses with a limited budget for a position.
Work Diary or Log
A work diary requires employees to record their daily activities, the amount of time spent on a task and the perceived urgency of an activity. All this information enables HR and managers to identify work patterns and evaluate whether changes should be made to support an employee.
Job Performance Method
The job analyst performs the specific job or activity to know contextual factors and scenarios job holders face. Some factors include emotional pressures, physical risks and mental demands.
Here’s a step-by-step breakdown of how to perform a job analysis.
Review Employee Job Responsibilities
The first step is to review the roles and responsibilities for the specific position. Interview employees, supervisors and HR personnel to get an idea of their tasks and responsibilities. You can also check out work diaries, questionnaires or manuals, then list down the activities the job entails. Once you come up with a viable list, consider the level of difficulty required for each task or skill set. Rank and organize the specific tasks based on the amount of skill level and experience involved.
Research Similar Industry Positions
What are the qualifications for the position? What are the responsibilities and activities that job holders are expected to fulfill? Check out similar positions to evaluate whether the scope of the job is aligned with industry standards. A good tip is to browse job descriptions for similar positions on LinkedIn or Indeed. You can even check out job descriptions and compensation on Payscale and Salary.com. Throughout the process, you may even identify employee job responsibilities you may have forgotten.
Identify and List Outcomes Needed for the Position
Even similar roles don’t have the same outcome because roles and responsibilities vary across departments. For example, a tech company may recruit a technical writer for the marketing department for advertising copy. In the same way, they can also hire another technical writer for the research department to summarize research findings and come up with detailed insights based on marketing data. Both positions demand different skill sets and levels of expertise. It’s up to employers to identify their expected outputs and deliverables for each position.
Identify Necessary Skills, Training and Education
Not every position has the same essential skills, training and experience. Management could even opt to assign or unassign responsibilities based on their level of importance to the team. As a result, it’s important to define the specific skills, training and education required for each candidate. The more specific you are, the better your job analysis would be.
Define Compensation and Any Applicable Benefits
One of the most crucial aspects of a job analysis is compensation and applicable benefits. What is the salary range for the role? How much are your competitors offering for the same role? What are the skills necessary to move up the salary range? You can check out websites such as Glassdoor, Payscale, Indeed and the Bureau of Labor Statistics to get an overview of the ideal compensation.
Continually Iterate and Evolve the Job
A job analysis isn’t a one-time thing. As the industry and organization evolve, the expectations for each position change. With a thorough job analysis, you’ll be able to attract candidates who are the right fit for the job and provide them with the right compensation based on industry standards. You’ll also be able to determine an appropriate path for job holders looking to move up the career ladder.
Bottom Line
A job analysis provides an accurate overview of the duties and responsibilities required for the role. Just follow the right process and you’ll be able to get a clear picture of the position. Here’s hoping this in-depth guide has helped you create your own job analysis.
How do I perform a job analysis?
Performing an effective job analysis requires a six-step process. This includes:
- Reviewing employee job responsibilities.
- Researching similar industry positions.
- Identifying and listing outcomes needed for the position.
- Identifying necessary skills, training and education.
- Defining compensation and any applicable benefits.
- Continually iterating and improving the job analysis for each role.
What is the purpose of a job analysis?
A job analysis is an overview of the activities, duties and responsibilities required for the job. An accurate job analysis is crucial to attracting top talent, training job holders, defining the path towards career advancement and identifying the ideal compensation and benefits for each role.
What is the best performance management software?
The best performance management software for you will depend on your unique needs. However, Namely is widely regarded as the best overall, whereas Workday is best for skills management and Reviewsnap is best for goal setting. Learn more about the best performance management software .
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Monique Danao is a highly experienced journalist, editor, and copywriter with an extensive background in B2B SaaS technology. Her work has been published in Forbes Advisor, Decential, Canva, 99Designs, Social Media Today and the South China Morning Post. She has also pursued a Master of Design Research at York University in Toronto, Canada.
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Job Analysis - PowerPoint PPT Presentation
Job Analysis
Job analysis is the procedure used to collect information regarding the duties, responsibilities, skills, outcomes and work environment of a particular job – powerpoint ppt presentation.
- Concept of Job Analysis - Meaning its Definition
- What is Job Analysis in HRM (Human Resource Management)?
- How to Conduct a Job analysis?
- Job Analysis Process Steps
- Job Analysis Methods Techniques
- Job Analysis Tools
- Purpose or Objectives of Job Analysis
- Benefits and Importance of Job Analysis
- Job Analysis consist of two components- Job description and Job specification.
- Job description is more focused towards task, duties and responsibilities
- Job Specification is related to employees skills, abilities and professional
- information.
- ONet Model simultaneously list all the data- Collects employees related data
- FJA Model Functional job analysis- it is based on work oriented approach
- PAQ Model Position analysis questionnaire listed in survey for employees
- Competency Model Collect the expertise of employee.
- Job Scan Works on personal dynamics
- To determine efficient and effective method to execute a job
- To improve job satisfaction of employees
- To identify the needs of training and the core areas on which training should be given
- To develop a performance measurement system
- To match specification of employees with the job role they are offered during selection process.
- To provide standardized way to calculate the job compensation.
- To avoid ambiguity regarding the job duties and responsibilities of employee.
- Human Resource Planning It helps to determine the no. of employees to be hired.
- Recruitment and Selection It directs the hiring process by suggesting employee specification.
- Training and Development It helps to determine the training need of employees
- Placement and Orientation It supports the orientation program
- Job Evaluation Job analysis is often linked to compensation.
- Performance Appraisal It helps to design job standards and rewards linked with it
- Personnel Information It provides all the information related to employees
- Health and Safety It is suggest the ideal work conditions for the employees
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JOB ANALYSIS.
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Job Analysis: Job Description, Job Specification and Job Evaluation. Jayendra Rimal. Goal: Match Person & Job. Need information about the Person & about the Job. Definitions. Job Analysis: the process of collecting & analyzing information about jobs to write:
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Job Analysis: Job Description, Job Specification and Job Evaluation Jayendra Rimal
Goal: Match Person & Job • Need information about the Person & about the Job
Definitions • Job Analysis: the process of collecting & analyzing information about jobs to write: • Job Description: a document that identifies the tasks & duties performed by a job • Job Specification: a document that identifies the qualifications required by a job • Job Evaluation: Determine relative worth of all jobs to ensure fair and equitable pay treatment for all employees • Most organizations combine the Job Description & the Job Specification into a single document for each job • Usually simply called a “Job Description”
Definitions, contd… • Task: a unit of work activity performed by a worker within a limited time period • Duty: several related tasks that are performed by a worker • Position: the set of all tasks & duties performed by a worker • Job: a group of identical positions
Format of a Job Description • Example: Restaurant Manager • Common Elements • Job Title • Job Summary • Tasks & Duties • “Task Statements” • Qualifications • Other information
Format of a Task Statement • First word or phrase (required): Performs what action? (Present-tense verb) • Example: “Supervise …” • Next word or phrase (required): To whom or what is the action performed? (Object of the verb) • Example: “… operation of bar …” • Next word or phrase (optional): Additional information • Example: “… to maximize profitability, minimize legal liability, and conform to alcoholic beverage regulations.”
Format of a Task Statement • Example: Restaurant Manager • Each Task Statement is in the proper format • Optional: Put the Task Statements in order of: • Task performance • Task importance • Amount of time spent on each task • No order, but group related tasks
Job Analysis Process • Source: Fisher, Schoenfeldt, & Shaw (2006), Figure 4.1, p. 141
New Views of Job Analysis • Future-Oriented Strategic Job Analysis • Identify the tasks, knowledge, skills, & abilities that will be needed to perform a job in the future • Instead of describing how a job is today, describe how it will be in the future • Typically uses experts to help make predictions of the future • Competency Modeling • Identify the observable performance dimensions that differentiate effective from ineffective employees • Define the job’s critical success factors, which should be tied to the organization’s objectives and strategy
Job Evaluation: Job Requirements and Pay • It is the part of the process in which the organization decides the relative internal worth relationships of jobs. • The worth to the organization of the individually acquired and job-related knowledge is identified through job rates of pay. • Job-related differences must be recognized in an objective manner to ensure equitable relationship between rates of pay provided and employee contribution. • Developing different rates of pay can be systematic and orderly process, or it can be reactive to the particular influence of the moment
Importance of Job Evaluation • Establish an orderly, rational and systematic structure of jobs based on their worth to the organization. • To justify an existing pay rate structure or to develop one that provides fro internal equity. • To assist in setting pay rates that are comparable to those of similar jobs in other organizations. • To provide a rational basis for negotiating pay rates when bargaining collectively with an union. • To identify ladder of progression for future movement to all employees interested in improving their compensation opportunities. • To comply with legislation and regulations • To develop a base for a merit or pay-for performance program.
Predetermined Grading Approach • Pay grade is a defined area that establishes a specific rate of pay or a range of pay for all jobs that meet certain requirements. The process: • Developing a class standard/Pay grade narrative: Identify and describe benchmark or key jobs that would normally be paid at the highest or lowest levels of pay and sufficient jobs between these two points. Positions are analyzed in terms of responsibilities, difficulty and qualifications. • Broadbanding: This groups a number of progressively higher-paying grades into one pay grade band. Reduces the need to define and measure job differences and promotes paying the same rate of pay for jobs that require different knowledge and skills. • But the placement of a specific position into a pay grade can be difficult because of an accurate and complete description of that job. Problem with under or over emphasize job content leading to an inappropriate pay grade.
Market Pricing Approach • No matter what evaluation method was used, organizations have to recognize the realities of the market place. • Pure market Pricing Method: This uses the labor market to set the worth of jobs. Other organizations are asked to match comparable jobs that have similar job activities and incumbent requirements for fixing pay rates. • Market Pricing Guide Line Method: This method permits the influences of internal pay equity to interact with existing market rates when determining rates of pay. This contains (i) a guide line scale (ii) job scope date (iii) market pricing and (iv) a horizontal guide line display
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IMAGES
COMMENTS
Job Analysis Target Audience This module is appropriate for business, management and human resource ... PowerPoint presentation. PPT slides 1-6. Student input. 15 min. Job analysis as a foundation ...
A systematic examination of the tasks performed in a job and the competencies required to perform them. A study of what workers do on the job, what competencies are necessary to do it, what resources are used in doing it, and the conditions under which it is done. A job analysis is NOT an evaluation of the person currently performing the job A ...
A job analysis is a systematic process of identifying and determining the responsibilities, requirements, and nature of a job in detail. It involves breaking the job into smaller units, collecting data on each unit, and then analyzing the data to determine to establish the skills and competencies the role requires.
Template 5: One-page PPT Job Analysis Data Sheet Template. Here, we present an infographic PPT data sheet for job task analysis. This PowerPoint Template lets you explain this strategic and complex process in a manageable manner. This data sheet is a great tool to optimize a job role's description for employees. Highlight the skills required ...
identify the job-relatedness of the tasks and competencies needed to successfully perform the job; and. provide a source of legal defensibility of assessment and selection procedures. Delegated Examining Operations Handbook (PDF file) Learn more about how to conduct a job analysis with this presentation. (PDF file)
Presentation Transcript. The uses of Job Analysis • Job design • Identifies what must be performed, how it will be performed, where it is to be performed and who will perform it. The uses of Job Analysis • Person specification • Reflect the necessary skills, experience & personal qualities that suggest the successful job holder is ...
Job Analysis is a professional and modern template that contains six stylish and fully editable slides. If necessary, you can change all elements of the slide in accordance with your corporate requirements. This template will be useful for HR managers, recruiting companies and company executives. The Job Analysis Template will complement your ...
Review Employee Job Responsibilities. The first step is to review the roles and responsibilities for the specific position. Interview employees, supervisors and HR personnel to get an idea of ...
HUMAN RESOURCE MANAGEMENT CHAPTER 4 : JOB ANALYSIS Gary Dessler. LEARNING OUTCOMES. Discuss the nature of job analysis, including what it is and how it's used. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.
A job analysis is the process of studying a role or position, learning what activities it performs and what skills are necessary for the job. A job analysis can also assess under which conditions the employee performs the job and discover how that role might affect other roles in the company. A job analysis examines the role or position itself ...
Definitions (Continued) • Job analysis- Systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization • Job description- document providing information regarding tasks, duties, and responsibilities of job • Job specification- minimum qualifications to perform a particular job ...
Figure 4-1. 7 Steps in Job Analysis Step 1: Decide how you'll use the information. Step 2: Review relevant background information. Step 3: Select representative positions. Step 4: Actually analyze the job. Step 5: Verify the job analysis information. Step 6: Develop a job description and job specification.
Job analysis is the procedure used to collect information regarding the duties, responsibilities, skills, outcomes and work environment of a particular job - A free PowerPoint PPT presentation (displayed as an HTML5 slide show) on PowerShow.com - id: 8e23f5-ZTI4N
Presentation Transcript. Chapter 4 Job Analysis and Design. After reading this chapter, you should be able to: • Understand the features and purpose of a job analysis process. • List the techniques of data collection. • Differentiate between job description and job specification.
Presentation on theme: "JOB ANALYSIS."— Presentation transcript: 1 JOB ANALYSIS. 2 = JOB ANALYSIS Job Descriptions (work to be done) + Job Specifications (necessary personal characteristics) _____ = JOB ANALYSIS. 3 The Nature of Job Analysis A systematic way to gather and analyze information about the content, context, and the human ...
B. Job Analysis in the OAR 436-120 Rules436-120-0410 Vocational Evaluation (3) On-the-job evaluations shall evaluate a worker's work traits, aptitudes, limitations, potentials and habits in an actual job environment. (a) First, the vocational counselor shall perform a job analysis to determine if the job is within the worker's capacities.
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Job Analysis. Job Analysis. - process used to gather information about a job in order to determine the duties and nature of that job as well as the appropriate KSAs related to the job. Definition. General Types. Task Oriented. Person Oriented. Outcomes. Job description. Job specification. Uses. 300 views • 15 slides